Hire on proof. Then run your team from the same place.
Applicants ranked by what they proved. Then one record for each person you hire: onboarding, leave, attendance, payroll inputs for your CA, and a staff portal in your company's name.
Or check a role first — pay, demand and proven supply, with nothing to sign up for.
Roles from these employers are live on insiderOne.
Counted on the job board candidates search, not drawn for this page.
Their live postings are on insiderOne. They are not customers of ours, and we are not saying they are. Open any name and read the roles it stands on. Counted 2026-09-30.
One system, four parts.
Hiring hands over to People when an offer is accepted, so nobody types a new joiner in twice.
Hiring
Roles, applicants ranked by proof, screening, interviews and offers. Free for one open role.
People
One record per person, from the accepted offer or your own spreadsheet: onboarding, leave, attendance, reviews, exits and letters, policies and POSH.
Payroll inputs
Each month's days, unpaid leave and pro-rated pay, ready for your CA. For UAE teams, the WPS salary file and gratuity.
Staff portal
Your company's own portal, in your name and colours. Staff sign in with a code emailed to them, with no account to make.
The free plan: Everything for hiring, with unlimited users. People, the HR side, is on the paid plans.
Which requirements they proved. Which they only claimed. Which never appeared.
For every applicant, against your own requirements, from evidence rather than a résumé.
3 of 7
requirements proved
For a growth marketing manager in Mumbai.
Yes
stronger since applying
They verified one more requirement after applying, and the list says so.
| The role asked for | What the record shows |
|---|---|
| Content Strategy | Verified |
| SEO | Verified |
| Paid Social | Claimed, not verified |
| Email Marketing | Not mentioned |
| Analytics | Verified |
| Copywriting | Not mentioned |
| Brand | Claimed, not verified |
Applicants ranked by proof
Every requirement of your role, marked verified, claimed, or missing, for every applicant. The list sorts on it.
A hiring standard for each role
What the hire must achieve and prove, and what you'd trade away. SI can draft it; a person saves each version. Interview kits, SCOUT and VERA read it.
Screening in English, Hindi or Hinglish
An SI first-round interview candidates take in their own time, in English, Hindi or Hinglish, or the one they pick. SI marks each answer; you read every one, and who moves on is your call.
Interviews that book, move and remind
Interviewers give their free time on a link, with no account, and the candidate picks a slot, or asks to move it. Reminders go the day before and about an hour before.
What their links show
Press once and SI reads the code, portfolio or site an applicant linked, against your requirements: what each link supports, and what to ask about. It never scores.
Offers with sign-off built in
The letter drafted from the role's terms, approved by whoever must, accepted online by the candidate typing their name. Every step on the record.
Also here
Every number shows its evidence
Tap a skill and see what is behind it: live challenges, work samples, vouches, each with a ceiling.
One queue, already worked
What needs a person today, each item with its evidence beside it and one press from done. Nothing on it moves until you press.
Kits, scorecards, audit pack
Questions drawn from what is not yet proved, a scorecard that will not take a rating with nothing behind it, one document per role.
The people who already applied
Search everyone who ever applied to you against a new role. You paid to find them once.
A job post that knows the market
How many verified people hold your skills together, which one is scarce, the going pay band, and what the wording is costing you.
Nobody is left in silence
How long each person has waited, in front of you daily. Everyone who engaged hears how it ended.
Ask in plain words
Who has waited longest? Which role is stuck? Ask from any screen and the answer comes back with links to the people in it. It can put up an approval or a move forward for you to confirm; it never acts on its own.
A hiring report worth sending
How fast you first answer, time to hire and offers accepted, for every role, over a month, a quarter or a year. One click to a spreadsheet.
Your roles on your own site
Paste one line into your careers page and every open role appears there in your colours, always current. Applicants land in the same list.
The audit pack downloads on every plan, and your data leaves with you whenever you want it. Where the data lives, and who can see it →
From the offer to the first day, in the same place.
The offer goes out with the approvals it needs. The candidate accepts online. The accepted offer becomes their employee record and a first-week checklist, so nobody types anything twice.
Offer · Growth marketing manager
- Fixed pay
- ₹12,00,000 (₹12 lakh)
- Where
- Mumbai, hybrid
- Drafted by the recruiter
- Approved by the hiring manager
- Sent to the candidate
Change anything after approval and it needs approving again.
Accept this offer
Type your full name as it appears on the letter.
What was agreed, and when, is kept exactly as it was shown.
Priya R. · joins Monday
2 of 4
- Send the welcome email with day-one detailsHR
- Share your PAN and bank details with HRNew joiner
- Set up laptop, email and tool accessIT
- Read and acknowledge the company policiesNew joiner
Made from the accepted offer. Nobody typed it twice.
Once someone joins, their record — pay, notice, exit — is seen by the owner and HR admins only, not the hiring team.
Everyone on your team, one record each.
Leave and attendance come in through your staff portal. Nothing watches anyone's screen, and nothing asks for a fingerprint.
Hired becomes an employee
An accepted offer turns into the employee record: title, pay, joining date, probation and notice. You add their manager. Nobody types it twice.
A first week that's ready
One onboarding checklist per joiner, split between HR, their manager, IT and the joiner, with anything overdue in front of you.
Leave without the spreadsheet
People ask in your company's own staff portal. Their manager decides, or HR, or both in turn, as you choose. Balances follow your policy, holidays and weekly offs.
Attendance without a punch machine
People check in and out from your company's own staff portal. You see who's in today and the month for everyone, approve the fixes they ask for, and decide whether an absence is unpaid.
Leaving, done properly
Notice, last day, any notice shortfall and the final month's pay worked out from the record, with experience and relieving letters drafted for you to check and send.
Payroll inputs, ready for your CA
Each month, for everyone: days on payroll, unpaid leave and pro-rated fixed pay, with joiners and leavers flagged. Download it; your payroll provider does the rest.
Also here
Everyone, in one directory
Who reports to whom, who joins next and who is serving notice, with headcount, attrition and which hiring channels bring people who stay. Only the owner and HR admins see it, because it carries pay.
Reviews that start from evidence
Run a review cycle. People write their self-review and can attach the skills they've verified on insiderOne; managers write theirs and rate; you share when ready. No SI scores anyone.
Policies, documents and POSH
Policies each person acknowledges in the portal, documents they upload for HR to accept, and your POSH committee and annual report counts on file.
Your team in from a spreadsheet
Upload the list you already keep. Every row is checked in plain words first, dates, pay and managers, and nobody is added twice.
SCOUT finds people. VERA shows what's true about them.
Both are in early access and come with your company's approval, which can be automatic when you sign up with a work email on your company's own domain.
SCOUT early access
Finds people for a role, and screens who's interested.
- Searches your past applicants, insiderOne members, public sources and, where it's switched on, a licensed people index. Says where each person came from. Never LinkedIn.
- Writes within the caps you approve: 5 people a day and 50 for the role unless you change them. Nobody gets more than 2 emails from a brief unless they answer.
- Waits when 2 other companies on insiderOne wrote to someone in the last 7 days.
$249 per active brief a month. 2 a month included on Business.
More about SCOUT →VERA early access
Builds an evidence record for each applicant at the stage you choose.
- Each claim an applicant makes, beside the evidence for it, with a question wherever something doesn't fit.
- Asks the candidate first, on their own evidence page, which works for 30 days after the last thing asked.
- A memo for your final round, with no score and no verdict. VERA never orders a background check or moves anyone on.
$15 per candidate case. 10 a month included on Business.
More about VERA →What runs on its own, and what waits for you.
Runs on its own
Interview reminders
To the candidate and the panel, the day before and about an hour before.
SCOUT, inside a brief you approved
The daily search, first emails within the brief's caps, one follow-up to anyone who hasn't answered, and the brief's screening and proof asks for people who apply.
VERA, inside a plan you approved
Opens a case when an applicant reaches the stage you chose, asks them for evidence, and writes the memo.
Reminders to your team
New applicants, people waiting for an answer, scorecards owed and offers with no reply.
Waits for a person
Moving someone on, or passing on them
Always a person's click, with the evidence beside it.
Starting or widening a brief or a plan
SCOUT and VERA propose. A person approves each brief and plan, and any change that widens one.
Offers and background checks
An offer goes out after the approvals it needs. A person orders each check, and only with the candidate's consent.
Leave, attendance and payroll
A manager or HR decides leave and attendance fixes. Your CA runs payroll from the inputs you download.
Each automation has its own off switch. Everything SCOUT, VERA and the automations did, and who decided on what they proposed, is listed on one page in your workspace, and exports as a spreadsheet.
Agent activity
Export CSV- SCOUTAgent
Priya R.: emailed about Content Strategy.
- SCOUTAgent
Arun M.: held; another company wrote to them this week.
- VERAAgent
Asked the candidate on their evidence page.
- SCOUTRhea, teammate
Brief started.
What each agent did, and who decided.
Bring the roles you already have open, and keep the tools you already use.
Nothing here asks you to move your hiring somewhere else first, and payroll stays with whoever runs it today.
Greenhouse
Import the roles you already have open
Lever
Import the roles you already have open
Ashby
Import the roles you already have open
Workable
Import the roles you already have open
SmartRecruiters
Import the roles you already have open
Slack
Outreach, hires and rejections in your channel
Any calendar
Interviews arrive as a file every calendar opens
Your own tools
A read-only key, and a record of every use
Your CA or payroll provider
Each month's payroll inputs, as a spreadsheet file
UAE salary transfers
The WPS salary file your bank or exchange house asks for
Free for one open role. Team from $199 a month.
Every paid plan is hiring and People with unlimited users, so the interviewers are in it too. The base includes your first employees; each one after is priced on its own.
$0
Free
1 open role at a time, hiring only
$199/ month
Team
25 employees included, then $6 each
$499/ month
Business
50 employees included, then $8 each
Talk to us
Enterprise
500 employees or more, a yearly agreement
14-day trial of everything, no card. We never charge per seat. See pricing →
Start with one role, or your whole team
14-day free trial of everything, People included, with no card. It starts when you publish your first role or add your first person.