Set up a role in minutes, not an afternoon.
Job postings, start to finish
Create, edit, close, and archive every requisition from one screen. No spreadsheet to keep in sync on the side.
AI-assisted job descriptions
Describe the role in a few lines and the agent drafts a full job description you can edit. Write it yourself if you prefer.
One apply link for every channel
Each posting gets a single redirect link you can place on LinkedIn, Naukri, Monster, or share directly. It filters out one-tap, low-intent applicants so your pipeline is people who actually want the role.
Your screening questions, your form
Add the preliminary questions that matter to you, such as current CTC, years of experience, or must-have skills. Candidates answer them at apply, so the basics are settled before anyone reads a resume.
Candidates apply in one screen. No account required.
The way you treat applicants is your employer brand. A clean apply flow gets more strong candidates to actually finish.
One screen to apply
Upload a resume, answer your questions, done. No forced signup, no long multi-step form, no duplicate data entry. Less friction means more finished applications from the people you want.
Magic-link status tracking
Candidates sign in with a magic link sent to their email. That keeps application status private to the applicant. Google sign-in and other similar options will also be available.
Status, not noise
Candidates see a clear stage: submitted, under review, shortlisted, or rejected. Email is used only to nudge them when something changes, never for back-and-forth question threads.
What they never see
Scores, rankings, and internal rationale stay inside your team. Candidates get a clear status and a real response, not a black-box verdict.
Priya Sharma
Sales / 4 years
94
Resume score
91
Fit score
Reasoning
4 years B2B field sales, consistently above quota
Experience in target segment, matches customer profile
No CRM tool mentioned; role requires Salesforce familiarity
Fit pillars
Every resume read, scored, and explained.
A knowledge base built for the role
Before scoring, AI interviews your hiring manager to build a structured knowledge base across four pillars: organizational, team, role-specific, and individual fit.
Resume score
Each resume is parsed and scored against your job description, with a summary, clear strengths, clear weaknesses, and the reasoning behind the number. You can read why, not just what.
Advisory fit score
A separate score measures fit against your four knowledge-base pillars. It is advisory, explainable, and fully overridable. It never gates a candidate. Disagree with it and advance someone anyway.
Ranked, filterable, sortable
Your whole pipeline lands in one dashboard, ranked by score, with both numbers visible. Filter by threshold, sort by either score, and move through candidates in priority order.
No candidate moves without a recruiter's click.
Plenty of hiring tools quietly advance and reject candidates on their own. Aarambh does not. AI writes scores and summaries. People make every shortlist, rejection, and outreach decision. The rule is fixed in how the product is built, not a setting you can flip off by accident.
The rule is hardcoded
This is not a toggle or a permission setting. The architecture means AI cannot advance or reject anyone. That path does not exist in the system.
Built for skeptical buyers
This is the difference between a tool that hires for you and a tool that hands your team a clear, defensible signal.
The signal is AI. The decision is human. Every time.
One agent for screening, scheduling, and notes.
The screening agent does the legwork between resume review and the first live interview. It works inside the same firewall your recruiters rely on.
Conversational screening
The agent runs chat-based screening grounded in your knowledge base, capturing candidate signals without an email thread for every question.
Scheduling within the firewall
It proposes next-round interview times. It suggests, it does not commit, so the recruiter stays in control of who gets booked. The firewall holds here too.
Living candidate notes
Instead of a static handoff file, the agent keeps per-candidate notes that update as more is known, so whoever picks up the file has current context.
Outreach that scales without losing the human touch.
One-click filtered outreach
Filter by score threshold, preview the exact matched list and message, confirm, and send. You see who gets contacted before anything goes out.
No double sends, no wrong sends
Already contacted, unsubscribed, and bounced addresses are tracked and skipped automatically. No accidental repeat sends.
Interview invites
Use a book-interview template with your Calendly link now. Native Google Calendar scheduling is coming.
Personalized rejections at scale
Send rejections that read like a person wrote them, triggered by your recruiter. Silence is the worst candidate experience. This fixes it.
Replies, read and scored
Replies are read and scored automatically, so a strong response does not get lost.
Preview (3 of 12)
Interview invite
Hi Priya, we reviewed your application for Sales Executive and would love to schedule a conversation... [Book time]
Built for Indian hiring and Indian data law.
The compliance defaults are not an afterthought. They are part of the product design from the start.
Optional employer verification
Complete KYC and earn a verified badge plus plan incentives. Verification becomes the trust differentiator in the future.
Built for the DPDP Act 2023
Consent is captured at intake. Data is used only for recruitment and never sold or used to train models. Candidates have access, correction, and erasure rights with a grievance officer to contact.
Stored in India
Personal data is stored in India, in the Mumbai region. Some processing, such as AI screening, may run outside India through vetted subprocessors, which DPDP permits. Every subprocessor is named in the privacy notice.
See the whole loop on your own roles.
Bring a live requisition and watch it move from post to shortlist, with every decision still in your hands.