Your Hiring Function, on One Screen You Can Actually Open.
Founders, CEOs and function heads do not need a recruiter's workspace. They need to know which roles are moving, which are at risk, what hiring is costing, and who owns the next decision — without asking three people and waiting for a deck.
Who it is for
Open roles
28
Offers out
9
Needs attention
4
Hiring health by business unit
Engineering
12 roles · 3 offers out · owner: A. Sharma
Sales
7 roles · pipeline thin on 2
Finance
4 roles · 1 approval stalled 6 days
Operations
5 roles · 2 starts confirmed
Aira: Finance is the only unit where a start date is genuinely at risk.
Illustrative leadership view. Sample data.
The Gap Between the Plan and the Truth.
Hiring status arrives as a slide in a monthly review, assembled by hand and already out of date by the time it is presented.
A role is only visibly at risk once a start date has been missed and a quarter's plan has moved with it.
The real cost of a hire is spread across agency invoices, job board spend and recruiter time that nobody totals.
Two business units run completely different hiring standards, and there is no view that would show it.
Every number on your hiring review comes from the work itself — the same records your recruiters are already working in. Nobody assembles it, so nobody can quietly stop assembling it.
What Changes for the Business.
Unified Hiring Workspace
Every open role, its stage, its owner and its momentum in one place you open yourself rather than request. Requisitions, candidates, clients and partners stop living in four systems that disagree with each other.
Predictive Delivery Forecasts
Ageing requisitions, thin pipelines and approvals that have stopped moving are flagged while they are still cheap to fix — so a missed start date is a forecast you acted on, not a surprise you explain afterwards.
Client Relationship Ops
Every client's open roles, submissions and turnaround times in one view, so account conversations start from the same record your delivery team is working — and a client asking "where are we" gets an answer that day.
Partner Performance Ops
Submission quality, conversion and throughput measured per partner, per source and per recruiter on one set of numbers — so you can tell which channels are earning their place, and grow requisitions without growing headcount at the same rate.
Smart Revenue Tracking
The revenue tied to open roles, the margin behind each candidate, and sourcing spend and recruiter effort against the roles they belong to — so cost per hire and the margin on a placement are numbers you read rather than reconstruct.
Executive Performance Dashboard
One board-ready view that rolls up to the company and opens down to the role, the candidate and the owner behind any number. Built from the work your team is already doing, so nothing waits on a reporting exercise.
Six Numbers Your Hiring Function Should Be Able to Show.
Every figure below is owned by a named capability inside the platform — not a slide, not an estimate, and not something a person has to be asked to go and build.
95%+
Hiring Precision
AI Requirement Analysis
Requirements become weighted, scorable criteria before sourcing starts — so every shortlist is measured against the role you actually approved.
10×
Talent Discovery
Talent Intelligence
Your whole talent pool searched on skill and intent rather than keywords, and ranked before a recruiter opens the first resume.
24×7
Candidate Engagement
Smart Engagement
Outreach, reminders and document collection run continuously across every channel, so no candidate is left waiting on somebody remembering.
90%
Interview Success Rate
AI Interview Coach
Structured questions, transcripts and competency scoring turn each interview into evidence a panel can compare instead of impressions they argue about.
100%
Hiring Visibility
Recruitment Command Center
Every requisition, recruiter, client and partner on one board — with the stage, the momentum and the owner visible to whoever is accountable.
360°
Recruitment Economics
Recruitment FinOps
Spend, cost per hire, partner margin and revenue pipeline tracked against the roles they belong to — hiring reported the way the rest of the business is.
Design targets for the platform, each shown with the capability accountable for it. Your own baseline is measured against these during onboarding.
How the Function Runs, End to End.
Six stages on one record. Nothing is exported between them, and nothing waits on someone remembering to move it forward.
- 01
Start with Intelligence, Not Assumptions
Every role opens with AI requirement analysis, JD generation and fit scoring — so the criteria are agreed and weighted before the first profile is sourced.
- 02
Keep Every Candidate Warm
WhatsApp, email, follow-ups, interview reminders and document collection run from one platform, so nobody goes quiet waiting on a person to remember them.
- 03
Turn Interviews into Data
AI Interview Coach, transcripts, competency scoring and structured hiring recommendations replace the debrief where everyone recalls a different interview.
- 04
Never Lose Great Talent
Talent Intelligence rediscovers previously screened candidates with their full history attached — the pipeline you have already paid for keeps working.
- 05
One Workspace. Total Control.
Recruiters, clients, partners, interviews, documents and onboarding in one connected system, with role-based access deciding exactly who sees what.
- 06
Measure Recruitment Like a Business
Recruitment FinOps tracks budget, cost, margin, revenue pipeline, recruiter productivity and hiring forecasts — reviewed on the same terms as every other line.
What You Cannot Assemble From Point Tools.
Any one of these capabilities can be bought separately. The value is that they run on one record, under one set of permissions, answering to one number.
Aira, across the entire lifecycle
One AI recruiting copilot from requirement to onboarding — refining a role, surfacing the right candidates, chasing the missing document, and telling you which hire is genuinely at risk. Bound by the same permissions as your team.
One system of record, end to end
Requisition to offer to onboarding on a single record. No exports between an ATS, a scheduler, a spreadsheet and a chat thread — and no meeting to work out which of the four is right.
Every score opens to its evidence
AI recommends; a named human decides. Each rank, flag and summary traces back to the resume line, screening answer or interview it came from — the answer your board and your auditor are entitled to.
Built for how enterprises actually hire
Business units, cost centres, hiring partners, clients and approval chains are modelled as first-class — so the platform maps to your org chart instead of asking your org to work around it.
A Leadership Login Is Not a Recruiter Login.
You see the roles, teams and business units you are accountable for, rolled up rather than itemized — and you can open any number down to the requisition and the person who owns it. Your recruiters keep their workspace; you get yours.
And what it is bound by
- Human accountability. Outreach, submissions, rejections and offers require an authorized person. AI recommends; a named human decides.
- Evidence on the record. Scores, flags and summaries trace to the resume line, screening answer or interview they came from.
- Access under your control. Your administrators set who sees what. The assistant is bound by exactly the same permissions as your team.
Scoped to what you own
Role-based access decides what a person sees. A function head sees their function; the CEO sees the company.
Rolled up, then drillable
Start at the company view and open a number until you reach the role, the candidate and the owner behind it.
Live, not compiled
The view is built from the work your team is already doing, so there is no reporting exercise to fall behind.
Exportable when you need it
Take the board pack or the client update out as a report when a meeting needs a document rather than a screen.
What You Get to Stop Guessing About.
See It on Your Own Org Chart.
See the leadership view built on your own roles, teams and hiring plan. We will map it to the way your business is actually structured — business units, cost centres and the people accountable for each.
Evaluating it for your recruiters instead?