Candidates scattered across sources
Job boards, referrals and agencies each send CVs a different way, and good candidates get lost in inboxes.
Every source flows into one pipeline, from application to offer.
QuipHire / QuipHR
Talent search meets end-to-end HR workflows.
Recruitment-first adoption, with sourcing depth and a full HRMS — on one configurable platform. Start with ATS and talent search; expand into the full employee lifecycle when you are ready.
- 8Core modules
- 10-stepRecruitment cycle, 2–3 manual touchpoints
- JD-basedTalent search
- FullHRMS lifecycle
app.quipcom.ai
2 capability areas · 8 modules
Everything HRTech covers, at a glance
Why it matters
Where the work usually falls through
Screening is slow and inconsistent
Recruiters read every CV against the JD in their heads, and two recruiters shortlist differently.
JD-based AI screening and scoring that explains why a candidate ranks where they do.
Hiring and HR live in separate systems
Candidate data is re-entered at onboarding, and the employee record starts from scratch.
Start with the ATS and expand into the full HRMS on the same platform.
01 · ATS & Talent Sourcing
4 modulesFind, screen and interview on one pipeline
The sourcing layer.
app.quipcom.ai
app.quipcom.ai
app.quipcom.ai
app.quipcom.ai
01
ATS & Pipelines
Jobs, career pages and candidate pipelines in one flow
- Create jobs, career pages, candidate pipelines and interview schedules
- Real-time pipeline visibility from application through offer
- Multi-source candidate flow — job boards, referrals, agencies and direct applications in one queue
02
AI Screening & Scoring
JD-based scoring that explains its reasoning
- AI-powered job description creation
- JD-based AI screening and scoring against the actual requirement
- Assessment-based pre-screening ahead of a recruiter’s first look
03
AI Video Interview
Interview scheduling and feedback, with integrity checks
- Interview scheduling and structured feedback capture
- Proctoring/integrity checks built into the video interview flow
- Feedback and scores roll up into the same pipeline view
04
Talent Pool AI Search
Natural-language and JD-based candidate search
- Ask in plain English or paste a full job description
- Weighted skill matching (critical vs important), not a flat keyword count
- Filter impact explained, so a recruiter understands why results are thin
02 · HRMS + PMS
4 modulesFrom hire to exit, on one employee record
The employee layer.
app.quipcom.ai
app.quipcom.ai
app.quipcom.ai
app.quipcom.ai
01
Vendor & Resume Management (VMS)
Third-party agencies and vendor-sourced candidates, governed
- Vendor and resume management for third-party sourcing
- Vendor performance visible alongside direct-sourcing channels
- Governance rules keep vendor submissions inside the same pipeline discipline
02
HRMS Lifecycle
From hire to exit — one connected platform
- Digital onboarding, attendance and leave, payroll and compensation
- Employee self-service for leaves, payslips, profile updates and internal requests
- Offboarding and exit — resignations, clearance, exit interviews and full-and-final
03
Performance Management (PMS)
Goals tracking and nudges
- Goal-setting, appraisals and feedback cycles
- Continuous performance tracking rather than an annual-only review
- Nudges keep goal check-ins from going quiet mid-cycle
04
Asset & IMS
Allocation, tracking and exit clearance
- Asset allocation and tracking tied to the employee record
- Maintenance alerts on allocated assets
- Exit clearance checks asset return before full-and-final settlement
How it works
From first touch to done, step by step
- 01
Source
Jobs, career pages and multi-source candidate flow open the pipeline.
- 02
Screen
AI-powered JD creation, screening and scoring shortlist against the real requirement.
- 03
Interview
Scheduling, AI video interviews and structured feedback move candidates through the pipeline.
- 04
Hire to exit
Onboarding, HRMS, performance, assets and exit clearance carry the employee lifecycle end to end.
What changes
Before and after, in plain terms
Operational changes, not promised percentages. We size the impact with you against your own baseline.
Area
Today
With HRTech
Sourcing
CVs arrive by email from every channel.
Job boards, referrals, agencies and walk-ins flow into one pipeline.
Screening
Each CV is read manually against the JD.
JD-based scoring with the reasoning shown, plus assessment-based pre-screening.
Search
Keyword search misses good matches.
Natural-language or JD-based search with weighted skill matching.
Interviews
Scheduling and feedback live in calendars and chats.
Scheduling, AI video interviews and structured feedback inside the pipeline.
Employee lifecycle
Onboarding, leave, payroll and exit run in separate tools.
One HRMS from onboarding to exit clearance, with employee self-service.
Built for you
One workspace, 5 roles
Each role sees its own queue, its own actions and the same underlying record.
For the recruiter
Runs jobs and pipelines from application to offer.
- Jobs, career pages and pipelines in one flow
- AI screening against the real JD
- Talent search in plain English
Modules they use most
Part of the platform
HRTech is one product. The platform keeps it connected.
Configured to your process, brand, roles and integrations. The layer underneath is shared, so adding another product extends what you already run.
Shared across every QuipCom product
Roles & permissionsTheme & brandingWorkflow rulesAPIs & integrationsAgentic AI
Deployment: Cloud · SaaS · On-premise
Rollout
How it goes live
Each phase is usable on its own. Configuration follows your process, not a fixed template.
Where things stand
What you can see working in a demo today, and what is configured during production activation.
Demonstrable today
- ATS pipelines, AI screening and scoring
- AI video interview and feedback
- Talent pool AI search
- HRMS lifecycle from onboarding to exit
Production activation
- Payroll and statutory compliance configuration per entity
- Career site branding and domain
- Assessment provider integrations
HRTech: questions teams ask
Yes. HRTech is modular, so teams can start with recruitment and expand into employee workflows later.
AI provides explainable recommendations; recruiters retain final review and decision-making.
Still need help? Book a demo.
Bring one open role.
We’ll set up the job, screen sample candidates against your JD and walk the pipeline to offer.