Jobs, candidates and screening in one place, with a talent pool and data protection built in.

Three things, and all of them are reading. It summarizes the résumé, compares it with the requirements you described in the job opening, and compares the candidates for the same job with each other. What you get back is a summary, fit, gaps and a side-by-side comparison. The AI does not screen candidates: it never advances or rejects anyone, and the decision stays with the recruiter and the hiring manager. The benefit is arriving at the interview with prepared questions instead of opening the résumé for the first time in front of the candidate.

Yes, that is what the kanban pipeline is for. Each job has its own stages, and candidates move between them with a record of who moved them and when. The practical benefit is not visual: the question "what happened with that candidate?" gets an answer without anyone digging through email or asking a colleague.

Yes. Candidates give explicit consent when they apply, the talent pool respects a retention period, and there is a record of who accessed each résumé. Deletion requests are handled by the platform's governance area, with evidence that the request was fulfilled.

Yes. Each company has its own public careers page with its own link, which you share on social media, your website or community groups. Applications go straight into the pipeline, with no manual forwarding of emails and no résumés lost in an inbox.

Yes, and some call it a talent bank. It is the database of candidates who have already been through a hiring process and can be considered for a future job, instead of starting the search from zero every time. What separates a useful pool from a dead list is that it keeps which process each person was in, how far they got and why they did not move forward, and that it respects the retention period they consented to.

Yes. After the offer is accepted, the person submits documents and signs the contract on the platform itself, before day one. That shortens the timeline, removes retyping of data already provided in the application and keeps a record of consent and of who accessed each document. Hiring paperwork is not the same as onboarding: the first covers the employment relationship and the documents, the second covers bringing the person into the team.

Digital hiring paperwork collects the documents of the hired candidate and, if you use the other modules, the new employee starts with the training matrix for the role, the current review cycle and the role's permissions, without being registered again in another system.