Hire
From a public job posting to a signed offer, in one pipeline, with AI-assisted CV grading, structured interview scoring and consolidated approval. No more CVs scattered across three inboxes and a WhatsApp group.
No card required · Free migration · Live in under a week
A branded careers page feeding a Kanban pipeline.
CVs scored on skills, experience, education and culture fit.
Three shortlisting rounds, four interview stages.
Templates with dynamic placeholders and response tracking.
Jobs and applications
Publish a role to your branded careers page and applications land straight in a Kanban pipeline with named stages. No forwarded CVs, no shared inbox, no candidate quietly lost between two people who each assumed the other replied.
Raise the requisition first. Route it for budget approval before the advert goes out, and keep a record of who signed off, the question an auditor asks when headcount cost moves.
AI-assisted grading
Every CV is scored automatically against the role on five dimensions, CV quality, skills, experience, education and culture fit. You still decide; you just stop reading forty applications to find the six worth reading properly.
Strong candidates you didn't hire stay searchable. The next time a similar role opens, your shortlist is already half built.
Interviews and approval
Three shortlisting rounds and four structured interview stages, each with scorecards against criteria you define. When someone asks why one candidate was chosen over another, the answer is on file rather than in somebody's memory.
Consolidated three-level approval. HR, department head and CEO or MD sign off in one view instead of three email threads.
See how onboarding picks up from here →
Everything we used to track in multiple systems is now in one place. Simple and reliable.
Mo Iqbal · Founder, ARYU Advertising
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Learn more →Questions
Yes. The public application portal takes applications directly, and candidates receive updates as they move through the pipeline. Nothing is gated behind a login.
It scores against the criteria defined for that role across CV quality, skills, experience, education and culture fit, and surfaces a ranked list. It is a screening aid, not a decision, every shortlisting and rejection still runs through a person, and the record shows who.
Yes. Offer templates carry dynamic placeholders for name, role, salary, start date and terms, and the system tracks whether the candidate has opened, accepted or declined.
They move straight into onboarding, contracts generated, documents requested, statutory registration started. You do not re-key anything.
Yes. Post to your careers page, job boards and social channels from a single screen. Each listing carries its own tracking link so you can see which channel produced each applicant, and close underperforming boards without losing the pipeline.
Candidate records are retained per the data retention period you set, defaulting to 24 months to align with Kenya's Data Protection Act. After that, records are purged automatically unless you flag a candidate for your talent pool. You can export everything before purge.
Yes. Bulk applications from a single job posting are handled without performance issues. The AI grading ranks hundreds of CVs in seconds, and you can shortlist by score, by location or by availability date. Field recruiting via mobile application is supported, which matters where most candidates apply from a phone.
See it on your own numbers
We review how you run this today and send you a written note. You keep it whether or not you become a customer.