The ATS island.
Candidates live in one system, the organisation in another. When someone is hired, a human retypes them into the HRIS, wrong, late, or both.
Harmoni Recruit
Hiring that flows into Day 1, not a folder of CVs.
Hiring that flows straight into your live org chart. The requisition, the candidate file and the interview room sit on one record. Accepting the offer writes the employee, the Organo seat and Welcome.
- A careers site with the apply fields you set for that company.
- Pipeline, scorecards and interview rooms sit on one candidate file.
- The interview slot is a real calendar event with a HarmoniHRM meeting.
- The offer is signed in the product, typed name and drawing.
- Accepting writes the employee, the Organo seat and the Welcome path.
StageInterview
SourceCareers site
CityLahore
Zara MalikSenior Software Engineer · Lahore
Applied from your careers site
Book your interviewAugust 2026
17181920212223
Thursday, 20 August 2026 · Karachi timePipeline
- 1Applied
- 2Screened
- 3Interview
- 4Offer and Day 1
Panel scorecards
Strong on systems design.
Good fit for the team.
Second round on delivery.
Where hiring stalls
Hiring happens in a tool your organisation cannot see.
Day 1 chaos.
The laptop is not ordered, payroll has not been told, and the manager learns the start date from the new hire themselves.
Interview amnesia.
Notes scattered across inboxes and heads. When an interviewer leaves, everything they learned about your pipeline leaves with them.
Inside the workspace
One hire. The pipeline, the panel, the offer, Day 1.
Nothing here is a board that never hires. Accepting writes the employee record, and the cascade is the product.
The requisition
Pipeline
The role sits on a real seat. Candidates move through stages on one file, not a spreadsheet beside the ATS.
- A requisition is approved work. The careers page going live is a fact on that row.
- Applied, screening, interview and offer are counts of named people, not a vanity funnel.
- The same file holds the scorecards. When an interviewer leaves, the notes stay.
- When the seat fills, Organo shows it filled. The opening count is not a second story.
How Recruit fixes it
Everything Recruit brings to your connected record.
Job descriptions in minutes: answer a short set of questions and HARMONI drafts the role overview, responsibilities and candidate pitch
Candidate screening: every CV is assessed against the role with a fit score, the strongest signals and areas to probe at interview
Interview support: HARMONI takes notes and suggests follow up questions during human interviews, or can run AI led interviews with full disclosure to the candidate
Zero friction Day 1: accepting an offer creates the employee record, payroll profile and onboarding tasks, with no import
Candidate communication handled: scheduling, reschedules, status updates and rejection messages sent without manual chasing
Hiring analytics: quality of hire, time to hire and requisition health tracked across every campaign
Compliance built into the offer stage: UK right to work checks and GCC visa and Emiratisation or Saudisation quota tracking
Institutional memory: interview notes and outcomes stay attached to the role even as interviewers change
Where Recruit stands
What you get today, and what is still coming.
Recruit is priced for the first list, not the second.
Working today
Your own careers site, with the apply form you control field by fieldRequisitions with approval, and a pipeline you move candidates through by draggingCV screening with a fit score and the questions to probe at interviewScorecards, interview panels and notes that stay attached to the roleInterview booking that creates the calendar event and the video room togetherOffers signed in HarmoniHRM, by typed name or drawn signatureRight to work checks and visa quota tracking at the offer stageA talent pool that surfaces past candidates against every open roleJob alerts, so a candidate hears when a role that fits them opensHiring analytics: funnel, time to hire and where your arrivals came fromOffer accepted and the employee record, payroll profile and onboarding exist
Not yet, and why
Posting straight to LinkedIn Jobs and Indeed. Today you publish to your careers site and share the posting to your own company pages, and the apply link is already yours; one click posting needs each network to grant partner access.Agency access, so a recruiter you work with submits into your pipeline instead of emailing you CVs. Today an agency list is imported as a spreadsheet.Hiring statistics for regulated reporting, so a company that has to show its hiring is fair can produce the figures from the pipeline it already runs.
One record. Nothing entered twice.
Recruit does not live on an island.
A hired candidate becomes an employee record in Employee Management with no import. The role appears as filled on Organo, and mandatory training is assigned automatically through Learn.
Inside Recruit
Every capability, on the same record.
Talent pipeline
Hiring that flows straight into your org chart.
A public careers site, screening, interviews and offers, all the way to an acceptance that creates the employee record, onboarding checklist, training and payroll profile automatically, with no import.
- A public careers site with a real apply form; the JD drafts itself the moment a role opens
- CV screening with a fit score, and async AI interviews candidates take through a secure link
- Requisition health scores with likely close dates, computed from your real pipeline
- Offer acceptance creates the record, onboarding checklist, training and payroll profile, with no import
Why teams switch
Hiring that already knows the organisation.
The offer is Day 1.
Accepting an offer creates the employee record, the payroll profile and the onboarding work. Nobody retypes the new hire into a second system on Monday.
The role was already on the chart.
A requisition sits on a real seat. When it fills, Organo shows it filled. The opening count is not a separate story.
Notes stay with the role.
Scorecards, debriefs and the reason someone was declined stay on the candidate file. When an interviewer leaves, the pipeline does not.
They sign in the product.
The candidate types their legal name and draws a signature. There is no third-party e-sign vendor, and a recruiter can still record a paper or phone accept as signed.
Already connected
A hire is not a CSV at the end.
Recruit writes into Employee Management, Organo, Learn, Flow and Connect. The cascade is the product, not a project you run after the offer.
- Job descriptions start from a short brief. HARMONI drafts them only when the add-on is on; otherwise the writer still builds the anatomy by hand.
- Interview slots are real calendar events with a HarmoniHRM meeting link, not a note in an inbox.
- Right to work and visa quota sit on the offer, so a start date cannot ignore the paper.
- Candidates accept with a typed legal name and a drawn signature. There is no third-party e-sign vendor.
Who it is for
The people who actually fill a seat.
Recruiter
The person who owns the file.
Nora opens Zara Malik at interview, sees the panel scores and books the next slot on the company calendar.
Hiring manager
The person who must decide.
The scorecard is the same shape for every interviewer. Recency and vague praise are the manager’s problem to own, not the recruiter’s to translate.
The candidate
The person waiting on a yes.
Self-schedule, a portal that names the stage, and an offer they can sign without making another account.
People
The person who meets them on Day 1.
The record already exists. Mandatory training is assigned. The laptop request is already a Flow card.
Keep reading
How a hire should land.
Questions people actually ask.
When does the employee record appear?
When the candidate accepts the offer. Day 1 cascade creates the record, payroll profile, onboarding journey, mandatory learning and the Flow work. The start date can still be in the future.
Do you post to LinkedIn Jobs for us?
Not yet. You can copy a posting onto your own company page, and applicants arrive with the source tagged. Partner API access is still with LinkedIn.
Who can see salary bands on a career ladder?
HR, admin and recruiters. An employee looking at their own ladder sees the step, not the band figures.
Is there a third-party signature tool?
No. The candidate types their legal name and draws a signature. Recruiters can still record a paper or phone accept as signed.
Recruit pricing
One module. One honest price.
No tiers to decode and no sales call to get a number. Slide to your size and see exactly what Recruit costs.
Add intelligence with HARMONI AIAvailable as an optional add-on. Recruit is complete without it; switch it on when you want drafted documents and cited answers here too.Explore the add-on →
Ready to bring Recruit
into your workspace?
Every workspace starts from the connected employee record. Add Recruit the moment your team needs it, with no re-import and no separate setup.