Frequently asked questions

We provide applicant tracking system software services (SaaS / Cloud) that simplify your recruiting.

You can simply add or import candidates, input their various skill levels, and group them into different talent pools.

Or, you can create a job opening — set the recruiting target, requirements, responsibilities, and deadlines. Then select the proper candidates from talent pools, assign interviewers, schedule interviews and manage the whole flow.

While you're at it, you can always monitor recruiting progress through our system:

• How many planned to hire?
• How many hired?
• How many are in the middle of interviews?

Although applicants and candidates are often used interchangeably, they're different when you're talking with HR recruiters.

Applicants are job seekers who have "applied" for your job opening — sent a resume or completed an application, online or in person. You might have 300 applicants for a single role.

Candidates are the applicants you've screened and deemed minimally qualified. They are contenders for the opening — the folks you'll interview by phone, in person, or some other form of contact. Out of an applicant pool of 300, you might only identify 15 candidates.

Candidates can also be added directly to the system by inputting their information and uploading a resume — especially useful when sourcing passive candidates.

In our talent management system, every candidate you screen from applicants or input directly is automatically placed into talent pools. So later, you can review interview histories and stay in touch with high-potential candidates. Learn more.

It depends. When the record has no association with other records, you can delete it; otherwise, you can only disable (or archive) it if applicable. For example, a candidate without any interviews can be deleted; but if the candidate has interviews recorded, the record can't be deleted.

We do our best to let customers delete what they don't want to keep. If you have difficulties or suggestions, please contact us.

If you stop using our service, your data is kept for one month. After that, all data is purged.

We encourage you to back up everything before that window closes.

Sorry, we don't refund the subscription fee. But if you have very good reasons, you can always contact us.

Ten capabilities span the recruiting workflow: parsing incoming resumes into structured fields; scoring each applicant 0–100 against the job description with a written rationale; generating job descriptions; drafting candidate emails; producing a one-page interview brief ahead of each scheduled interview; suggesting follow-up questions during a live interview; matching new roles against the existing talent pool; detecting duplicate applicants; automatically tagging candidate skills; and building a company-specific skill taxonomy. Every capability is advisory — recruiters review and decide.

Details on the AI features page.

Every AI decision is logged alongside the applicant record, providing a complete audit trail. Right-to-erasure requests can be actioned via built-in deletion tooling, without support intervention. Candidate content is not routed to consumer LLM services by default. See the security page for detail.

AI capabilities become inactive until the budget resets on the first of the following month, or immediately upon plan upgrade. Non-AI functionality — job openings, applicants, candidates, interviews, and saved email templates — remains fully available. Larger tiers include correspondingly larger monthly budgets; see the pricing page.