Recruitment software that survives the volume.
Recruitment is a volume business and most of its software is not built for volume. Applications arrive faster than anyone can read them, the same candidate exists three times under different addresses, and the useful information is in a CV nobody has time to open.
The problems we are normally called in to fix.
Applications outrun the team
Two hundred applicants for one role is normal and reading them all is not. Without structure the good ones are found by luck.
The same candidate, three times
Duplicate records under different addresses is how you end up approaching someone you placed last year.
The CV is the only record
Everything useful locked in an attachment means every search starts from scratch.
Job boards charge for what you could own
Paying per posting for candidates who then belong to the board is a rent you can reduce.
Software and marketing for recruitment & hr.
Job boards
Your own board with search, alerts and applications landing as structured records rather than email attachments.
Applicant tracking
Pipelines, stages and notes, with the duplicate detection that stops the same person appearing four times.
CV parsing
Turning an attachment into searchable fields, so skills and history can be filtered rather than read.
Candidate portals
Somewhere for applicants to see where they are, which removes a large share of the chasing emails.
Onboarding workflows
Right to work, references and contracts tracked with the dates and reminders attached.
- custom-software-development
- website-design-and-development
- ai-and-automation
- seo
- hosting-and-support
The commercial outcome we are aiming at.
- Applications arriving as records rather than attachments
- A candidate database that can be searched properly
- Fewer chasing emails, because applicants can see their own status
- Less spend on job boards for candidates you could own
Straight answers.
Can you build a job board?
Yes, and the interesting part is not the board. It is the alerts, the search and the applications arriving in a shape you can act on.
Can it integrate with our ATS?
Usually. Bullhorn, Vincere and most others expose an API. Whether it is worth integrating or replacing depends on how much of it you actually use.
Can AI screen candidates?
It can rank and summarise, and it should never reject. Automated rejection is both a legal risk and a good way to lose people you wanted.
Tell us where the volume overwhelms the team, and you will get a straight answer on what to automate and what to leave alone.
A couple of lines is enough to start. You will get a straight answer on what it needs, what it costs and how long it takes.
Tell us what you need building and who it is for. You will hear back from the person who would do the work.
Discuss Your Project