Replace your entire recruiting stack with one AI-native ATS platform that learns from every hire

Multi-step campaigns you build or the agent drafts. Send on behalf of a hiring manager, embed self-booking links, and drop candidates automatically when they reply.

Refresh stale applicant records with current employment data and re-engage past candidates based on how they actually performed — before you spend another dollar on job ads.

Send targeted campaigns and newsletters to candidate groups, including drip campaigns inviting them to refresh their profiles.

Run events end to end — pre and post outreach, RSVP and attendance tracking, and hire-conversion ROI.

Every posting distributes automatically to 33+ feeds, including LinkedIn, Indeed, and the major aggregators.

Nearly 2,500 paid distribution options, purchasable in-platform, with application rate and hire rate tracked per channel.

Post one req across six cities and the boards ingest six listings — each with its own pay range, set up once.

Structured comp data — min, max, currency, frequency, equity, variable — feeds boards accurately and satisfies disclosure law by posting location.

Hosted for you, embedded via iframe, or fully custom via API. Structured and optimized for Google for Jobs and organic search.

Run an internal mobility board, post internally before going external, or mark a req confidential and suppress it from every board and dashboard.

Trackable links and QR codes for career fairs, events, and campaigns, attributed all the way to hire.

Pause a job without losing your pipeline, auto-remove filled postings, A/B test descriptions, control comp visibility, and cap how often a candidate can apply.

Build and brand a full career site natively, no engineering required.

Run intake as a live conversation with the agent — with the hiring manager or on their own. It builds the req, job description, scorecards, and interview plan from the call.

Clone a known role and inherit its stages, scorecards, screening questions, and assigned interviewer pools.

Multi-level routing for reqs, openings, headcount, and offers — originated by HR or Finance, with TA notified the moment it clears.

Track headcount as its own object: ten hires under one req, each opening with its own target open and hire dates, plus alerts as those dates approach or slip.

Evergreen structure for repeat and high-volume roles, so you stop rebuilding the same req every quarter.

Pause a req and count only active open days, so time-to-fill stays honest. Correct dates retroactively when they don’t.

Store and link JDs to job codes with brand-specific headers, or generate one with AI optimized for tone and inclusivity.

Differentiated flows for internal applicants, including automatic notification to an internal candidate’s current manager.

Predict the effort an open req will take from your own historical time-to-fill and pass-through rates.

Build your process or start from a template. Stages can sit anywhere, including after the hired stage.

Drag-to-advance board with inline previews and stage metrics, or a dense sortable table. Save any view you build.

Every application parses into 60+ data points, so you can filter and segment before opening a single resume.

Turn 1,000 applicants into 50 with a filter set or a plain-language search, then advance or reject them all at once.

Every application a person has ever submitted to you, consolidated onto one persistent profile with full interaction history.

Show recruiters, coordinators, and hiring managers a profile layout built for what each of them actually needs.

Catch repeat applicants across different email addresses, then merge and version cleanly.

Assign teams per req with granular access. Permissions apply automatically when someone joins and revoke when they leave — and team changes propagate across every active application at once.

One-click rejection with configurable reason and medalist prompts, plus custom system statuses that match how your team actually talks.

Spot stalled candidates at a glance and prioritize follow-up before they go cold.

Configure minimum criteria yourself — certifications, sponsorship, language — with auto-reject rules and the rejection note that goes with them. Apply globally or per job.

Async video screens as a two-step application or a pipeline stage. Every response is transcribed, summarized, scored, and appended to the candidate’s profile.

Eye-movement and response-pattern analysis to flag AI-assisted or coached answers on video screens.

Native take-homes with scored answers and auto-calculated totals, or link out to your existing coding challenge platform.

Build assessments, surveys, and data-collection forms for internal or external use, with reminder emails built in.

Every candidate is checked against 11 signals — email registration age, IP matching, application velocity, LinkedIn mismatch, employment overlaps, and more.

Mass-apply AI tools are stopped at the door through applicant verification, before they ever reach your pipeline.

Checkr, First Advantage, and dozens of other providers, triggered automatically on stage change with candidate notification.

Request references in-system, store the notes, and require completion before an offer can generate.

Two-way sync with Google and Outlook including shared calendar logic, plus native Meet, Teams, and Zoom.

Candidates book, reschedule, and cancel their own interviews — for one-on-ones, panels, and full loops.

Ask a candidate for availability without spamming every interviewer’s calendar with holds.

Availability windows, minimum notice, rolling days, daily interview caps, buffers, and start-time increments — set per person or locked at the org level.

Toggle by person or by job to see interview load across the week or month.

Structured reason codes for internal and candidate reschedules, so patterns surface instead of hiding.

The system finds the slot, books the room, and notifies everyone — no coordinator in the loop.

Text candidates directly from the platform, including inside outreach sequences.

Dial a candidate from inside their profile, with the call logged to the record automatically.

Every interviewer gets the candidate profile, job description, screening answers, and scorecard in one view.

Joins the call and produces a customizable summary, key points, and action items — with the full transcript and recording stored on the profile.

Ask the agent to fill the scorecard from the interview, then review and edit before submitting.

Configurable scales, skills, and questions, plus standardized debrief forms. Update a template once and it propagates everywhere.

Multi-segment loops with a different scorecard, interviewer set, and duration per segment, plus enforced buffers and debrief time.

Auto-rotate through a qualified pool with load balancing on daily and weekly caps, and automatic replacement when someone declines.

Track shadows, reverse-shadows, and calibrations, and gate scheduling so only trained interviewers get assigned.

Load presentation, take-home, or technical exercise materials directly onto the req.

Capture comp expectations, notice periods, and sensitive context visible only to TA and the hiring manager.

Mandate, default on, or disable the AI note-taker org-wide, with jurisdiction-aware consent capture for all-party consent states.

Build, version, preview, and send offers without leaving the system — including packages that bundle the offer letter, NDA, and onboarding docs into one send.

Upload a tokenized PDF or build in the native editor. Templates adapt by department, level, location, employment type, and pay type.

Native signing with progress tracking, plus DocuSign where you need it — and pre-offer NDAs signed and stored on the profile.

Route by threshold — salary above $150K needs finance sign-off — with each approver able to approve, reject, or ask a question in-tool.

Issue a counteroffer without rebuilding the letter from scratch.

Give Finance, Payroll, and Sales Ops direct access to offer details from the candidate profile. No email distribution required.

Kick off onboarding from the candidate profile without closing the req, capturing start date, desk location, and device needs in-system.

Milestone-triggered nudges to IT, HR, the hiring manager, and role-specific stakeholders, with real-time visibility into every step.

Recipient-specific messaging, delegated signing, and signature requests at any stage of the process.

Unlimited dashboards, private or shared, with custom widgets and visualizations. Built by recruiters, not by a vendor ticket.

One view of a recruiter’s open reqs, pipeline, and tasks, with overdue and upcoming surfaced.

Recurring dashboards delivered as PDFs to stakeholders, plus a customizable weekly digest of whatever matters to you.

Source of hire on every candidate, pass-through rates by stage, and the full outbound funnel from outreach to reply to onsite.

Surface which interviewers lag on feedback and which stages it stalls in.

Configurable 30/60/90-day post-hire surveys, plus candidate and hiring-manager NPS trended by stage, recruiter, and source.

EEO and OFCCP data completeness, disposition-reason hygiene, diversity self-ID surveys, and audit-ready exports.

Add reportable custom fields to reqs and profiles and drill down on them across every dashboard.

Export every field via API to BigQuery, Snowflake, or wherever your data lives. No hidden fields.

Describe a report in plain English and have the system build it, then refine it through follow-up prompts.

Forecast time-to-fill and pipeline coverage from your own historical performance.

Trigger-based workflows with conditional branching across your entire pipeline. Tag, email, advance, reject, or route — no engineering required.

Default advancement and rejection messaging configured per stage, right inside the pipeline builder.

One inbox for every pending item across every req you touch — feedback to submit, offers to approve, mentions, scheduling tasks.

Benefits, pipelines, scorecards, emails, and job descriptions in one place, company-wide or personal, with AI-seeded suggestions to start from.

Custom in-app and email notifications, configurable per user or standardized at the org level.

Build repeatable AI workflows in plain language and share them across your team.

Route approvals to Teams and act on them without opening the ATS, or ask the agent pipeline questions from your existing workflow.

Candidates track application status, store multiple resumes, upload files, take notes, manage their own interviews, and set job alerts.

A dynamic profile is created on submission, not a static resume in a folder — and it grows with every application.

Choose which stages candidates can see, so they know where they stand and what to prepare for next.

Candidates just add a password — no account creation flow to abandon. Or choose email verification or open apply, depending on how much friction you want.

Configurable triggers by disposition and stage, from application received through first-day welcome.

Recruiters and hiring managers @-mention each other in a per-candidate thread, with role-based visibility on who sees what.

Rejected candidates opt in and get matched to better-fitting roles across the network. Nearly a quarter of hires on the platform this year came from network matching.

A branded referral landing page with source attribution, duplicate-referral detection, and automatic notification when a referral gets hired.

Optional live chat or AI bot for candidate questions, with conversation logs routed back to the recruiter.

Ask questions and take action from anywhere in the platform, with answers grounded in your actual candidate data and cited back to the source.

Search the entire system from one bar and jump straight to any record, req, or setting.

16 standard permission levels, custom groups built from 300+ discrete actions, and field-level view-versus-edit control including comp data.

Okta, SAML, Google identity, and JumpCloud, with automatic user provisioning and deprovisioning from your identity provider.

A full record of who viewed or edited what, and when — reportable and export-ready.

Archive and purge resume data and requisition history on the schedule your retention policy requires.

Multi-entity architecture for holding companies, PE portfolios, and staffing agencies, with an account switcher for fully walled-off divisions.

Restrict which agencies submit where, assign them to specific reqs, flag duplicate submissions, and track which ones actually deliver.

Answer a short questionnaire and get a checklist built for your company’s actual complexity. The platform works out of the box; the configuration is there when you grow into it.

We handle the move from your current ATS. Recent projects have migrated 350,000+ candidate records.

A named customer success manager who came from recruiting, with a 24-hour resolution target and a direct Slack channel.

Certified and compliant, with a DPA available and two-factor authentication standard on every account.

A third-party platform continuously audits the system for disparate impact and reports the results to you, not just to us.

EU AI Act, NYC Local Law 144, Illinois AIVIA, Colorado SB 24-205, and California FEHA and CCPA/CPRA — with the candidate notices and disclosures to match.

AI informs decisions, it never auto-rejects. Human confirmation is required, and configurable by stage.

Your candidate and client data is never used to train or fine-tune any model, ours or a third party’s. No voiceprints, no biometric identifiers, ever.

Candidates are told when AI is used and can opt out, request accommodation, or appeal a decision.

No per-seat charges, no AI tokens, no feature paywalls, no automatic escalators. One number, unlimited users, known upfront.

Workday, SAP, UKG, ADP, Oracle, BambooHR and more. Req IDs, position and budget IDs, headcount, and hire data flow both directions — and corrections after close push back too.

On offers, profiles, applications, and jobs. Use them in pipeline filters, the talent database, analytics, and auto-populated documents — with full mapping and staging validation for HRIS fields.

Full REST API for job feeds, custom career pages, and warehouse export.

Drive SCALIS from Claude or any MCP client. Query pipelines and take action without opening the platform.

LinkedIn XML feeds, Indeed, Appcast, and niche or industry-specific boards, configured per customer.

Connect unlimited mailboxes at the individual or organization level, and send from any of them.

Bring your existing candidate data with you, with standardized stage mapping — and reverse an import cleanly if it goes wrong.