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HR and recruitment software: AI does the first pass. HR and your hiring managers decide.

A ready-to-use ATS and HRIS for companies in Singapore, Malaysia and Indonesia, in our cloud or on your own servers. AI checks each application against your hiring manager’s criteria and quotes the CV as evidence. Onboarding, leave and attendance run in the same system.

Book a demoSee how screening works ↓
Senior Accountant · Jakarta
214 applicants · sorted by AI, reviewed by HR
✦ AI SCREENING
✦ Why Ayu P. · Strong match
  • Strength: CPA certified, a must-have for the role
  • Strength: 6 years in external audit, including consolidation
  • Strength: Used an ERP daily in her last two roles
✦ Why Melati S. · Strong match
  • Strength: CA qualified
  • Strength: 5 years of tax filings and PSAK reporting
  • Gap: Has not led a team yet
✦ Why Rizky H. · Partial match
  • Strength: Led month-end close for a 400-person plant
  • Strength: Leads a team of four
  • Gap: CPA exam booked, not passed yet
✦ Why Fajar N. · Partial match
  • Strength: CA qualified
  • Strength: Budgeting and variance analysis
  • Gap: Mostly FP&A, little audit or reporting work
✦ Why Dimas P. · Weak match
  • Strength: Accounts payable and bank reconciliations
  • Gap: 4 years, below the 5 asked for
  • Gap: No CPA or CA on the CV

The whole pipeline in one place.

Run every stage of recruitment in one system, from the job post to the signed offer. Pick a stage to see what happens there.

Senior Accountant · Jakarta · one role, start to finish
Stage 1 of 5 · Applied✦ AI
  • Rina A., HR
  • Candidates

One post, every application in one list.

The role goes to your careers page and job channels in one step. Each application arrives with its source, and every CV is read into the same profile fields.

✦ Optional AI
  • Job ad draftsDrafted from your role template, with any wording that could shut people out flagged. HR edits and publishes the ad.
  • CV readingPDF, Word and photo CVs read into one profile, so every applicant is compared on the same fields.
Stage 2 of 5 · Shortlist✦ AI
  • Rina A., HR
  • Dewi K., hiring manager

Sorted with the evidence, then picked by HR.

AI checks each application against the criteria the hiring manager approved, quoting the CV. HR reads the reasons and decides who moves on. No application is rejected automatically.

✦ Optional AI
  • Rubric before screeningCriteria drafted from the job description. The hiring manager edits and approves them first.
  • Evidence and a bandA quote from the CV for each criterion, and a band (strong, partial or weak) worked out by fixed rules.
  • Protected details left outPhoto, age, religion and marital status are removed before screening.
Stage 3 of 5 · Interview✦ AI
  • Rina A., HR
  • Interview panel
  • Candidates

Panels booked from the interviewers’ calendars.

HR picks a slot that is free for everyone on the panel. Candidates get the time, the place and a reminder by email or WhatsApp.

✦ Optional AI
  • Interview kitQuestions drafted for each criterion, so every candidate is asked about the same things.
  • Invitations and reschedulesMessages drafted for email or WhatsApp from the booked slot. HR sends them.
Stage 4 of 5 · Final round✦ AI
  • Dewi K., hiring manager
  • Rina A., HR

One scorecard, shared before the decision.

HR and the hiring manager rate the same criteria and read each other’s feedback before they decide. The decision is recorded with who made it.

✦ Optional AI
  • Evidence from interview notesEach interviewer’s notes summarised per criterion next to the scorecard. Ratings and the decision stay with people.
  • Replies to the other finalistsA respectful message drafted for candidates who didn’t get the role, sent by HR.
Stage 5 of 5 · Hired✦ AI
  • Rina A., HR
  • IT
  • Dewi K., manager

Signed online, then straight into onboarding.

The offer goes out from your template and is signed online. The candidate record becomes the employee record, and onboarding starts for HR, IT and the manager.

✦ Optional AI
  • Offer letter draftsDrafted from your template and the pay HR approved. HR checks the letter before it goes out for signature.
  • First-week planDrafted from the role and your onboarding templates, for the manager to edit.

✦ AI screening, step by step

Every criterion checked against the CV.

AI reads each application against criteria your hiring manager approves, and quotes the evidence from the CV for each one. Fixed rules turn those results into a band, and the model gives no score of its own. No application is rejected automatically: HR and the hiring manager make every decision, including rejections.

A person decides, and the decision is logged with the rubric and the evidence.

Application · Senior Accountant
Ayu P.Senior Auditor · Jakarta
  • Photo
  • Date of birth
  • Religion
  • Marital status
Kept out of screening
  • Qualifications
  • Certified Public Accountant (CPA)2022
  • Experience
  • Auditor to Senior Auditor, Big Four firm2020–now
  • Led consolidation audits for three subsidiaries
  • Used an ERP daily in the last two roles
  • Supervised two junior auditors
  • Education
  • Bachelor of Accounting2019
Rubric · Senior Accountant✓ Approved by Dewi K. · v2

Drafted from the job description, edited and approved by the hiring manager.

Must-have
  1. CPA or CA qualificationEvidence that counts: Named on the CV. An exam booked counts as partly.Met“Certified Public Accountant (CPA), 2022”
  2. 5+ years in audit or reportingEvidence that counts: Dated roles on the CV. Three to five years counts as partly.Met“Auditor to Senior Auditor, 2020–now”
Nice-to-have
  1. Month-end close or consolidationEvidence that counts: Close or consolidation work described on the CV.Met“Led consolidation audits for three subsidiaries”
  2. Daily ERP useEvidence that counts: An ERP named in day-to-day work.Met“Used an ERP daily in the last two roles”
  3. Has led a teamEvidence that counts: People led or supervised. Supervising counts as partly.Partly“Supervised two junior auditors”
Band · worked out by rules
  • Strong
  • Partial
  • Weak
  • Must-haves not met

Both must-haves met · 2 of 3 nice-to-haves met, 1 partly

Decision · by a person
Moved to interviewRina A., HR · logged with rubric v2 and the evidence

HR and hiring managers, together.

Everyone on the panel rates the same criteria on one shared scorecard and reads the others’ feedback before the final decision. The ratings and the decision stay with people.

Example final-round scorecard for Ayu P., rated out of 5 by HR and the hiring manager
AYU P. · FINAL ROUNDHRHIRING MGR
Technical accounting5 of 54 of 5
Audit experience5 of 55 of 5
Communication4 of 54 of 5
Leading a team3 of 54 of 5
“Strong audit background, clear communicator.” · Dewi K., hiring managerPROCEED TO OFFER

After the offer, it carries on.

The new hire’s record moves straight into onboarding, with one checklist across HR, IT and their manager. From then on, leave requests, approvals and clock-ins live in the same system, and a balance updates the moment a request is approved.

Onboarding · Ayu P.
Senior Accountant · starts Monday
3 / 6
ANNUAL LEAVE12 / 14 days
MEDICAL14 / 14 days
  1. MON08:52
  2. TUE08:57
  3. WED09:14
  4. THU08:49
  5. FRILeave
Hendra T. · 2 days annual leave

From job post to leave request, feature by feature.

Hiring and HR share one record per person, from the application to leave and attendance. Each area has optional AI behind ✦ Explore AI features: AI prepares drafts for HR, managers or staff to confirm, and every step still works with AI switched off.

  1. 01 · HiringFrom the job post to the shortlistAyu · candidate

    Job posts and careers page

    ✦ AI
    • HR
    • Candidates
    • Careers page in your brand, with an application form
    • One post to your careers page and job channels
    • The source of every application recorded
    • Consent and a privacy notice on every form, including how AI is used
    ✦ Optional AI
    • Job ad draftsDrafted from your role template and the hiring manager’s notes. HR edits the ad and publishes it.
    • Inclusive wording checkFlags requirements that could shut people out unfairly, such as an age limit, and suggests neutral wording. HR decides.
    • Ads in English and BahasaA Bahasa Indonesia or Malay version of the ad drafted for HR to check before it goes live.
    • Application form filled from the CVCandidates upload a CV and check the fields AI fills in, instead of typing their history twice.

    Screening

    ✦ AI
    • HR
    • Hiring manager
    • PDF, Word and photo CVs read into one profile format
    • Every application sorted against criteria the hiring manager approves, with the reasons shown
    • Stages per role, with bulk moves a person confirms
    • Talent pool for future roles, with candidate data deleted on the schedule you set
    ✦ Optional AI
    • CV readingWork history, education, certifications and skills read into the same fields. Photo, age, religion and marital status are kept out of screening.
    • Rubric from the job descriptionMust-haves and nice-to-haves drafted from the role. The hiring manager edits and approves them before screening starts.
    • Evidence for every criterionA quote from the CV for each criterion, with its status: met, partly, no information or not met.
    • A band for each applicationStrong, partial or weak, worked out by fixed rules from the AI’s findings. No application is rejected automatically.
    The same screening for an HR system you already run →
  2. 02 · Selection and offerFrom the interview to the signed offerAyu · finalist

    Interviews and decisions

    ✦ AI
    • HR
    • Hiring manager
    • Candidates
    • Panels booked from interviewers’ Google or Microsoft calendars
    • Reminders to candidates by email or WhatsApp
    • Scorecards per criterion, shared by HR and the hiring manager
    • Every decision recorded with who made it and when
    ✦ Optional AI
    • Interview kitQuestions drafted for each criterion in the rubric, so every candidate is asked about the same things.
    • Evidence from interview notesEach interviewer’s notes summarised per criterion next to the scorecard. Ratings and the decision stay with people.
    • Candidate messagesInvitations, reschedules and respectful rejections drafted for email or WhatsApp. HR sends them or approves the templates.

    Offer and onboarding

    ✦ AI
    • HR
    • IT
    • Manager
    • Offer letters from your templates, signed online
    • The candidate record becomes the employee record, with nothing re-typed
    • Onboarding checklists across HR, IT and the manager
    • Checklist templates per role
    ✦ Optional AI
    • Offer letter draftsDrafted from your template and the pay HR approved. HR checks the letter before it goes out for signature.
    • First-week plansA plan for the first week drafted from the role and your templates, for the manager to edit.
  3. 03 · EmploymentFrom the first day to every leave requestAyu · employee

    Employee records

    ✦ AI
    • HR
    • Managers
    • Staff
    • One record per person: details, contract, documents and history
    • Org chart and reporting lines
    • Offboarding checklists across HR, IT and the manager
    • Access by role, so managers see their own team
    ✦ Optional AI
    • Record updates from documentsA certificate or form an employee uploads is read into a proposed change to their record, which HR approves.
    • Probation and contract remindersProbation ends and contract renewals listed each month by rules, with reminder drafts for managers.
    Payroll journals and cost centres live in the ERP →

    Leave and attendance

    ✦ AI
    • Staff
    • Managers
    • HR
    • Leave requested from the phone and approved in one tap
    • Balances updated the moment a request is approved
    • Leave rules per country, with public holidays per state
    • Clock-in from the phone at approved locations
    • Shifts and overtime
    ✦ Optional AI
    • Leave requests in plain words“Off next Thursday and Friday” becomes a leave request with the dates and type filled in, for the employee to confirm.
    • Public holiday calendarsEach year’s public holidays read from official announcements into a draft calendar per state, which HR confirms.
  4. 04 · Support and reportingAnswers for staff, numbers for HRAyu · employeeRina · HR

    Self-service and handbook

    ✦ AI
    • Staff
    • HR
    • Staff update their details and download their documents from the phone
    • Handbook questions answered in English or Bahasa, quoted with a link to the page
    • Questions the handbook doesn’t cover go to HR
    • Handbook versions with effective dates, so answers come from the current one
    ✦ Optional AI
    • Answers from your handbookQuestions on leave, claims or benefits answered only from the current handbook, with the page quoted.
    • Questions about their own record“How much leave do I have left?” answered from that employee’s own record, with their own permissions.
    • Sensitive topics go to peopleAI passes questions on harassment, whistleblowing or health to HR or the formal channel without answering them.
    • Handbook review after a rule changeEnter a change in the rules and AI lists the handbook sections to review. HR or your lawyer makes the edits.
    • Internal roles for staff who opt inAI suggests open roles that fit each person’s profile, and staff are put forward only when they ask to be.
    How answers that quote their source are built →

    Reports

    ✦ AI
    • HR
    • Management
    • Hiring funnel per role and job channel
    • Time to hire per role and department
    • Headcount, joiners and leavers by department
    • Leave balances and attendance by team
    • Screening log: rubric version, AI band and the person’s decision for every applicant
    ✦ Optional AI
    • Ask HRHeadcount, turnover, leave liability and time to hire by department, in plain language. Totals only, for people with access.
    • Screening reviewA monthly summary of where recruiters disagreed with the AI band, so HR can adjust the rubric.
Need a stage, a form or a policy that isn’t here?We add it to the same system, on the same record per person.Book a demo →

Where it runs is your call.

Cloud

  • We host, monitor and update it
  • Add users without new hardware
  • Access from any office or device

On-premise

  • Runs on your own servers, same code as the cloud
  • Data stays inside your network
  • AI runs through your own cloud account, or stays off

See HR & Recruitment running on your next opening.

Book a demo →

HR and recruitment: common questions

How does AI candidate screening work?

AI reads each application against the criteria your hiring manager has approved for the role, and quotes the evidence from the CV for every criterion. Fixed rules then turn the results into a band: strong, partial or weak. Photo, age, religion and marital status are left out of screening, and HR and hiring managers make every decision, including rejections.

Does the AI reject candidates?

No. AI sorts applications and shows the evidence, but it never moves or rejects anyone. HR or the hiring manager makes each decision, which is logged with who made it and the rubric version.

Does the HR system handle leave and attendance?

Yes. Staff request leave from their phone, and the balance updates the moment the request is approved in one tap. Leave rules are set per country, with public holidays per state. Staff clock in from their phone at approved locations, with shifts and overtime in the same system.

Does the HR system run payroll?

Yes. Payroll runs in the HR system, and each run posts to the ERP ledger as journals per cost centre.

Can we use the HR system before it’s customised?

Yes. The HR system runs the standard workflow from day one. We customise it only after your team has used it and found where it falls short.

How long until we can use the HR system?

The standard HR system can be ready within a week. Customising it to your workflow takes longer, and we plan that once your team has used the standard flow.

Can the HR system run on our own servers?

Yes. Every system runs on our managed cloud or on-premise on your own servers, whichever your security policy and IT setup call for. The code is the same in both.

Who will we talk to?

The technical lead who does the work, with a domain specialist who has done this kind of work before. We reply within 24 hours and sign an NDA on request.

Do we own the customisations?

Yes. You own 100% of the source code. Custom work is handed over with the code, documentation and admin access, the same as every project we build.

Are the AI features in the HR system optional?

Yes. Each AI feature is switched on per company and can be turned off at any time, and every workflow still works by hand. AI prepares drafts, your team approves them. On-premise, AI runs through your own cloud account or stays off.

Can the HR system connect to an ERP we already run?

Yes. The HR system runs on its own and connects to the ERP you already use, or to ours. Which records pass between them is set when we customise it.

From the build

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