Pipeline control from intake to outcome.
Follow requisitions, candidates, interviews, feedback, offers, and reporting without juggling separate trackers.
9 workflow stages
Built for us, not bought off the shelf
One place for every hiring step, with AI that shows its reasoning.
Recruit keeps the hiring record, decision trail, recruiter workspace, candidate updates, integrations, analytics, and AI assistants that handle routine work — all connected from intake to offer.
An in-house ATS shaped around how our recruiting team actually works.
In product
Workflow controls·
Explainable screening·
Candidate status portal·
Analytics chat and export·
Assessment and integrity integrations
One workflow
Requisitions, candidates, interviews, feedback, offers, approvals, and reporting stay connected in the same hiring record.
Governed AI
AI can parse, rank, summarize, and suggest, but recruiters see the evidence and humans keep the final decision.
See resume parserLive evidence
Executives, TA heads, and recruiters see workload, pipeline health, outcomes, and answers from the same operational data.
See analyticsTeam and candidate clarity
Recruiters, managers, panelists, and candidates get the right next action without chasing status across tools and threads.
See candidate statusIntegration marketplace
Assessment tools, interview-integrity checks, CRM, HRMS, calendars and SSO, messaging, and external API and webhooks are listed in one place that explains what each one does and how to switch it on.
Browse integration marketplace
Product tour
A connected hiring flow from intake to decision.
Every screen stays in sync as work moves through the in-house ATS: requisition setup, recruiter action, interview coordination, reporting, and review backed by visible evidence.
- 01 ATS
- 02 Team work
- 03 Coordinate
- 04 Analytics
- 05 Governed AI
Recruitment dashboard
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ATS · 1/5
Run the workflow
The in-house ATS keeps every hiring stage moving.
Recruit connects requisitions, stages, approvals, SLAs, candidates, interviews, feedback, offers, and reporting so the hiring record stays current without spreadsheet follow-up.
Replaces scattered admin steps with one controlled workflow, from intake to decision, all in one place.
- Workflow controls cover stage rules, SLA policy, approval gates, automation toggles, and candidate checkpoints.
- Role command centers show recruiters, TA heads, practice heads, Workforce Management Group (WMG), and admins the work they own.
- Pipeline state updates related records as candidates move, interviews finish, or offers close.
Screen with AI that shows its reasoning
AI proposes. Humans decide. The audit trail records.
Recruit uses AI where it changes the hiring decision: resume parsing, fit evidence, candidate ranking, feedback reading, and interview integrity. AI does the heavy lifting — reading resumes, ranking candidates, summarising feedback — but it shows its reasons, and a recruiter makes the final call. Every step is recorded. That is what we mean by Governed AI.
Replaces opaque shortcuts with evidence recruiters can read and question before they act.
- Parser and fit evidence turn resumes into editable profiles and explain why candidates match.
- Screening governance keeps human review, override notes, and decision history attached to the record.
- Interview integrity links scheduling, scorecards, feedback, and external integrity results to the right round.
Decide from live evidence
Hiring numbers update as work happens, not at month end.
Executives see org-wide health. TA heads see team workload. Recruiters see their own pipeline. Analytics chat and CSV export turn the same operational data into answers without a separate reporting project.
Replaces month-end status assembly with dashboards and answers anyone can open.
- Executive analytics show pipeline movement, workload, source mix, and outcomes.
- Analytics chat answers questions that do not fit a filter or static chart.
- Feedback intelligence surfaces interview and rejection signals before they become anecdotes.
Coordinate the hiring team
Recruiters, managers, panelists, and candidates see the next step.
Recruit keeps discussions and decisions saved in the tool, not lost in chat: role command centers, recruiter inboxes, candidate workspaces, branded email, quiet periods between alerts, and a safe candidate status page.
- Recruiter inbox keeps saved views, follow-ups, stuck pipeline work, and candidate context together.
- Candidate status gives candidates a safe view of progress, next action, and expected response.
- Notification controls keep work moving without turning every update into a noisy alert.
Connect and scale safely
External checks come back to the hiring record.
Assessment platforms, interview integrity tools, and background-check providers can connect to the in-house ATS while Recruit keeps the result tied to the right candidate, job, stage, and hiring round.
- Assessment and integrity results land where recruiters make the next decision.
- Role-based access keeps status and audit history inside Recruit.
- Vendor flexibility lets teams change external tools without rebuilding the hiring flow.
Workflow tour
Explore the workflows your hiring team uses every day.
Move through pipeline control, role workspaces, interviews, collaboration, analytics, AI, integrations, and governance in the same connected hiring system.
Daily work Pipelines, queues, stages, interviews, and handoffs.
Team clarity Shared records for recruiters, leaders, panelists, and candidates.
Easy exploration More detail is one click away when a workflow deserves a closer look.
Keep every stage moving
Run the hiring record from intake to outcome.
Recruit keeps requisitions, stages, approvals, candidates, interviews, feedback, offers, and reporting connected so recruiters can move work forward without rebuilding context in spreadsheets or side threads.
9 workflow stages
Stage rules and SLAs Control approvals, automations, checkpoints, overdue work, and stage movement from one catalog.
Recruiter operating rhythm Show the work that needs action today: stuck candidates, pending feedback, upcoming interviews, and offer movement.
Connected status When a candidate moves, the related job, interview, feedback, and reporting views move with it.
Give each role the right starting point
Recruiters, leaders, and admins start from the work they own.
The in-house ATS adapts the same hiring record into role-specific command centers, candidate workspaces, job tabs, saved views, and review queues.
Shared record
Recruiter cockpit Saved views, follow-ups, selected candidate actions, and daily queues stay in one workspace.
Role command centers TA heads, practice heads, Workforce Management Group (WMG), account managers, and admins see the hiring work they are responsible for.
Candidate and job workspaces Profiles, job matches, feedback, reviews, and submissions stay organized around the same source of truth.
Coordinate without losing decisions
Interview coordination stays attached to the round.
Recruit connects slot planning, interviewer availability, scorecards, feedback, panel review, and integrity context so the next hiring decision has the full trail.
Live slots
Scheduling context Availability, proposed windows, panel ownership, and candidate communication stay visible to the recruiter.
Feedback collection Scorecards, pending reviews, disagreements, and submission timestamps stay attached to the candidate round.
Integrity-aware review Assessment and integrity results can return to the right candidate, job, stage, and interview record.
Keep hiring teams aligned
Hiring discussions stay on the record, not lost in chat.
Comments, mentions, follow-up tasks, notification controls, candidate updates, and hiring manager context stay close to the candidate record so teams can act without searching old messages.
Shared next step
Comments and mentions Capture the discussion, owner, and next action on the candidate or job instead of leaving it in chat.
Notification controls Use in-app alerts, email, and channel preferences without turning every update into noise.
Candidate clarity A safe candidate view can show progress, next action, expected response, and AI-use context.
Shorten the work without hiding judgment
AI and analytics support the decisions recruiters already make.
Recruit combines live hiring dashboards, analytics chat, resume parsing, meaning-based candidate search, candidate ranking, fit scoring, job-description writing, and feedback intelligence with human review in the loop.
Reasoning shown
Live hiring visibility Read workload, source mix, stage movement, feedback trends, and outcomes from operational data.
Screening assistance Parse resumes, find candidates semantically, compare fit, and review ranked shortlists with visible reasoning.
Feedback intelligence Summarize interview signals and rejection patterns before they become anecdotes.
Connect external checks without giving up control
The in-house ATS keeps vendors, permissions, and audit context inside the flow.
Assessment platforms, integrity tools, background checks, calendars, email, permissions, and classic-to-modern workflows can connect around Recruit while the hiring team keeps one operating layer.
Controlled extension
External results in context Assessment, integrity, and verification results return to the right candidate and stage.
Governance by role Permissions, audit context, override notes, and configuration stay close to the workflow.
In-house flexibility Teams can change external tools or modernize surfaces without rebuilding the hiring process.
AI assistants inside the workflow
AI assistants handle routine work; recruiters stay in control.
Recruit's AI assistants take repeatable screening and scheduling work off recruiters' desks while keeping every proposal reviewable inside the hiring record.
LIVE
Inbound
Agentic candidate screening
Builds a shortlist with reasoning the recruiter can audit. Override and audit trail remain attached to the decision.
LIVE · v1
Scheduling
Interview scheduling assistant
Spots stalled interview stages, proposes slot windows, and closes itself when the stage moves.
LIVE · v1
Recruiter ops
Recruiter workload sentinel
Watches recruiter queues, interviewer load, and pending approvals so overload is flagged before it delays a hire.
NEXT
Outbound
Outbound sourcing assistants
Finds external candidates for open roles and adds them to the pipeline without constant manual sourcing.
Build vs Buy
Why build this instead of buying a ready-made ATS?
Greenhouse, Lever, Ashby, and Zoho Recruit are strong, mature products. This isn't about beating them. The reason to back Recruit is fit. It is already shaped around how we actually hire: our Accounts and Practices structure, the WMG flow, panel assessments, our approval rules, where our data sits, and AI we control. A bought tool would ask us to change our process to suit it.
- Fit over breadth — the system is shaped around how our hiring org already works, not the other way around.
- Less disruption when we switch — process rules, role views, and data context stay in our own systems.
- Trade-offs stay visible — teams can compare fit, control, cost, and rollout impact without losing the product story.
Walkthrough
See how Recruit fits our hiring workflow.
Review the connected flow: workflow controls, Governed AI, live evidence, candidate and team coordination, integrations, and AI assistants that handle routine screening work.