Manpower requisitions
Capture role need, budget, replacement context, hiring owner and approvals before sourcing begins.
Talent · A hiring process managers can actually follow
Move from approved position to ready-to-join employee in one flow.
Manage requisitions, candidate pipelines, interviews, feedback, offers and joining handoffs without losing context between recruiters, hiring managers and HR operations.
No generic sales tour Built around your workflows
HR operating viewLive
Payroll inputs94%
Attendance closure8 / 10
Joiners ready12 / 14
9 manager actions overdueReview
Why this matters to the Head of HR
Heads of HR need more than application counts. They need visibility into requisition ageing, hiring-manager delays, offer conversion, source quality and joining readiness.
Recruitment & ATS capabilities
Designed around the full operating workflow.
Configure the module around your structures, policies, ownership and approval model - not a generic process diagram.
Candidate pipeline
Track candidates through configurable stages with ownership and next actions.
Interview coordination
Schedule panels, collect structured feedback and identify delayed decisions.
Offer management
Create offers from approved compensation and letter templates with controlled approvals.
Source analytics
Review candidate flow, conversion and hiring outcomes by source, role and recruiter.
Onboarding handoff
Convert accepted offers into preboarding records without re-entering candidate data.
Operational outcomes
What a well-run recruitment & ats process should improve.
Clearer time-to-fill drivers More accountable hiring decisions Consistent offer approvals Smoother recruitment-to-onboarding handoff
Connected workflow
- Requisition approvedOwner, status and history remain visible.
- Candidate sourced and screenedOwner, status and history remain visible.
- Structured interviews completedOwner, status and history remain visible.
- Offer accepted and preboarding triggeredOwner, status and history remain visible.
A working view, not a static report
Give the team clear status and exception signals.
The example below is illustrative. Measures and thresholds should be configured around your operating definitions and review cadence.
14Open roles
31 daysMedian age
6Offers open
73%Interview feedback on time
Connected modules
View all modules Recruitment & ATS works better when its inputs and outputs stay connected.
Onboarding & Offboarding
Turn onboarding and offboarding into owned checklists spanning HR, managers, IT, Finance, Administration and the employee—without chasing every task over email.
ExploreCore HR
Centralise employee records, organisation structures, lifecycle changes and HR policies so your team stops reconciling the same information across spreadsheets, inboxes and payroll files.
ExplorePeople Analytics
Bring headcount, cost, attendance, hiring, performance, engagement and service data into role-based dashboards designed for action—not just reporting.
ExploreDocuments & Letters
Use approved templates, employee data and role-based access to manage letters, policies, proofs, certificates, contracts and acknowledgements.
Explore
Questions about implementation
Evaluate Recruitment & ATS in your policy context.
Use your actual workforce groups, approval paths and edge cases during product evaluation.
Can policies and approvals be configured for different locations or employee groups?
Yes. Rules can be segmented by entity, location, department, grade, employment type and other employee attributes, with role-based approvals and effective dates.
Can we publish roles to our own careers page?
Yes. Open positions can feed a branded careers page and candidate forms. Job-board integrations depend on the selected provider and package.
Explore Recruitment & ATS
See Recruitment & ATS configured around your organisation.
Bring one representative workflow or current process challenge. The demo will show the operating path, controls and connected outcomes.