Ten AI capabilities, integrated across the workflow.
The four commonly expected — resume parsing, screening, JD generation, and email drafting — together with six less-common capabilities that materially reduce recruiter administration: interview briefs, live interviewer copilot, talent pool matching, duplicate detection, skill tagging, and a company-specific skill taxonomy.
- Privacy-first data handling with right-to-erasure tooling built in
- Usage metered per company against a monthly budget — pricing is predictable
- AI is advisory: recruiters make decisions, AI provides drafts and suggestions
Every resume, structured on arrival.
A candidate applies from a job board or emails a PDF. Before you look, AI has already extracted the name, contact info, current role, one-line summary, and key dates — and dropped it all into the applicant record.
Works with PDF, DOC, DOCX, HTML email bodies, and forwarded job-board notifications (LinkedIn, Indeed, careers-site applications). When there's a resume attachment, the extracted text runs through the LLM for a richer parse than the email body alone. Handles international resumes natively — including Chinese, if your team hires across regions.
- First name / last name / email / phone / birthday / gender
- Most recent job title and company
- One-paragraph professional summary
- Never overwrites a field you or the regex parser already filled
- Name
- John Doe
- john.doe@example.com
- Phone
- +1 (415) 555-0123
- Last job
- Staff Engineer at Acme
- Summary
- Senior software engineer with 10 years of experience shipping production systems in Ruby on Rails, Postgres, and Kubernetes.
Rank the pile against every opening.
Once the resume is parsed, AI reads the job description and gives each applicant a 0–100 match score with a short written rationale. Sort your applicants list by score and the strongest candidates come to the top.
The score is advisory — it never rejects anyone for you, and it never touches the human screening state. Recruiters keep their judgment; AI just saves them from reading the bottom half of the pile.
- Score explained in a paragraph the recruiter can read in 5 seconds
- Auto-rescore when you edit the JD (staleness flag)
- Manual "Re-score" button for one-offs
- 87 John Doe 10y Rails · fintech
- 78 Alice Chen Backend generalist
- 54 Ravi Patel Frontend, some Rails
- 23 Sara Ilya Data science background
From a title and a few bullets to a full JD.
Type a role name, drop in a couple of must-haves, and click Generate. You get back a structured job description — overview, responsibilities, requirements, and an "about the company" section — ready to publish.
One-click rewrites: make it more formal, cut it shorter, adjust the seniority level, or translate to another language — all while keeping the HTML structure intact. Great for agencies posting the same role in multiple markets.
- Generate a first draft from title + a few hints
- Rewrite for tone (formal / warmer / shorter / more senior)
- Translate across languages with structure preserved
Senior Ruby Engineer
We are seeking a highly skilled Ruby engineer with a strong background in Rails and PostgreSQL to join our engineering team…
Responsibilities
- Design and maintain Ruby on Rails applications
- Optimize PostgreSQL data models …
Interview invites, offers, rejections — drafted for you.
Pick a purpose (invite, follow-up, offer, rejection, or custom) and a tone,
click Draft, and you get a subject + body full of the same
{{placeholder}} variables your email templates already use.
Save it, edit if you want, then send.
The generated body respects your template variable system — the AI won't invent placeholders that aren't wired up, so what looks right in the editor is what recruiters actually send to candidates.
- 5 purposes × 4 tones = 20 starting points, or write a custom one
- Preserves your existing
{{applicant-name}}etc. tokens - Works with the sending infrastructure you already have
Hi {{applicant-name}},
We're excited to invite you to interview for the {{opening-name}} role at {{company-name}}. The interview will be conducted by {{interviewer-name}} on {{interview-time}}…
Six further capabilities integrated across the workflow.
The four preceding capabilities cover application intake and communication. The six below address interview preparation, talent pool utilization, deduplication, and skills management.
Interview brief
Ahead of each scheduled interview, AI produces a one-page brief for the interviewer: opening talking points, strengths against the JD, gaps to probe, and areas requiring further attention. The brief can be regenerated at any time.
Interviewer copilot
During a live interview, the copilot suggests follow-up questions in real time based on candidate responses, and tracks which JD requirements have been covered versus which remain outstanding.
Talent pool matcher
When a new role opens, AI evaluates the existing talent pool against the new job description and surfaces the strongest matches. Previously qualified candidates are considered first before sourcing begins.
Duplicate detection
AI identifies candidates who have applied to multiple roles or under different email addresses, and flags them as likely duplicates before duplicate outreach is initiated.
Automatic skill tagging
Skills identified in each resume are attached to the candidate record automatically. The resulting tags are searchable, filterable, and exportable — no manual data entry required.
Company-specific skill taxonomy
A skill taxonomy specific to your organization is derived automatically from the resumes you receive. The result reflects the skills actually present in your candidate pool, without off-the-shelf classification or manual maintenance.
Three points worth noting.
A brief summary of how the AI stack is metered, secured, and positioned relative to recruiter judgement.
Privacy-first by default
Every AI decision is logged alongside the applicant record for audit. Right-to-erasure requests can be actioned via built-in tooling — no support ticket, no DBA. Built to pass the review your legal team actually runs.
Metered, not surprising
Every AI call draws from your company's monthly AI usage allowance. The Free plan includes a generous amount. You see current usage on the company dashboard, so nothing sneaks up on you.
Advisory, not autopilot
AI never rejects a candidate, moves a state forward, or sends an email on its own. It drafts and suggests; recruiters decide. Every non-AI feature works exactly the same whether you use the AI or not.
Try it with a real hiring cycle.
Free tier includes the full AI suite for 12 months — enough to run your team through every AI feature end-to-end. No credit card.