HR & Recruiting

Our AI analyzes your historical data to build custom models specific to your business. It learns patterns, preferences, and behaviors unique to your operations—continuously improving accuracy as you use the system. Your data never trains shared models.

Absolutely. You can begin with core functionality and enable AI features gradually as you become comfortable. AI capabilities are modular—turn them on when ready, no migration required.

AI suggestions are always reviewable—you maintain final control. The system includes feedback mechanisms so it learns from corrections. Confidence thresholds let you auto-approve high-certainty actions while flagging edge cases for human review.

Speed and quality aren't mutually exclusive with the right approach: (1) Structured intake process - detailed job requirements upfront prevent false starts and misaligned candidates. (2) Automated screening - use knockout questions, skills assessments, and AI scoring to quickly surface qualified candidates. (3) Pipeline management - build talent pools proactively for recurring roles. (4) Interview scheduling automation - tools like Calendly or GoodTime eliminate back-and-forth. (5) Parallel processing - run background checks, reference checks, and offer preparation simultaneously. (6) Scorecards and structured interviews - faster decisions through consistent evaluation criteria. (7) Hiring manager enablement - train managers to make quick, confident decisions. Benchmark: top companies achieve 20-30 days time-to-hire for standard roles.

Candidate experience directly impacts hire quality and employer brand: (1) Simple application - mobile-optimized, minimal required fields, resume parsing, LinkedIn apply. (2) Communication - immediate application confirmation, regular status updates, clear timeline expectations. (3) Transparency - share interview process steps, interviewer names, and evaluation criteria upfront. (4) Scheduling flexibility - self-scheduling options, timezone awareness, video interview alternatives. (5) Feedback - even rejected candidates deserve closure. Automated but personalized rejection emails at minimum. (6) Speed - acknowledge applications within 24 hours, make decisions within days not weeks. (7) Post-offer engagement - keep accepted candidates warm until start date. Measure: candidate NPS surveys at each stage.

The right ATS depends on your hiring volume and complexity: Greenhouse is the enterprise leader - extensive workflows, strong integrations, but higher cost and complexity. Lever combines ATS with CRM for relationship-focused hiring - great for competitive talent markets. Workable offers strong value for SMBs - quick setup, good job board integrations. Custom solutions make sense for: unique compliance requirements, proprietary assessment methodologies, deep HRIS integration needs, or very high volume (10,000+ hires/year). Most companies start with established platforms - custom development only for genuine differentiators. We help evaluate your requirements against platform capabilities.