How it works.
Eight steps, from the first line of a role to an employee's last day. The hiring figures below are worked out by the product for the example role you pick.
Know what you're asking for before anyone applies
For a growth marketing manager in Mumbai, asking for Content Strategy, SEO and Paid Social. Then approve the role's hiring standard: what the hire must achieve and prove. The interview kit, the screening and VERA work from it.
1
hold all three skills
Verified people who could answer every requirement.
4
could apply without Paid Social
The one skill to move to nice-to-have.
₹9L–₹15L
what similar listings pay
5 public listings for the title, in Mumbai.
Which requirements they proved, claimed, or never mentioned
Every applicant, against your own requirements. Sort the list on it.
3 of 7
requirements proved
Yes
stronger since applying
They verified one more 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 |
Ten vouches cannot make an expert. One live test can.
Each kind of evidence has a ceiling. The same source never counts twice. Different kinds agreeing count for more.
60
Ten people vouch
Vouches stop at 60, however many arrive.
100
One live challenge
Passed on camera. Reaches the top on its own.
93
A modest pass, plus one vouch
Two kinds of evidence agreeing beat either alone.
A first round in their own time, then interviews with a scorecard each
Who moves on is always a person's click. A rating with no note behind it is an opinion, and the scorecard won't save it.
Screening in English, Hindi or Hinglish
Candidates take it when it suits them, in English, Hindi or Hinglish: the one you set for the role, or the one they pick. SI marks each answer, and you read every answer beside its mark.
6
interview questions
Drawn from what isn't proved yet. Left off to fit the hour: Brand.
3
ratings, from 2 people
Two rounds with one person count once.
Booked without the back-and-forth
Interviewers give their free times on a link, with no account. The candidate picks a slot, or asks to move it.
Reminders that go on their own
The candidate and the panel hear the day before and about an hour before. Your company can switch them off in Automations.
12 days
to hire
8 applications, 8 days to a decision.
On a New York City role with no bias audit on file, the screening's marks are held.
SCOUT searches, and says exactly what it applied
Describe the role in a sentence. Approve a brief and SCOUT searches, writes within your caps and hands you a shortlist. It comes with your company's approval.
Your city and years, honoured
“bombay” finds Mumbai; 4–8 years is checked against dated roles.
The right skill, per person
Each person hears about the skill they actually matched on. At most 2 emails before they answer: the first, and one follow-up.
One click to stop
Every email carries an unsubscribe, honoured before anything is written down.
VERA builds the record, and checks only after a yes
VERA first shows what the evidence already says. A background check waits for the candidate's yes, and results are simulated until a licensed provider is connected. VERA comes with your company's approval.
8
kinds of check
Identity, employment, education, criminal, credit history, driving record, licence & certification and international. On a US role, criminal, credit history, driving record and international checks can't be requested yet.
Consent first
Nothing is ordered until the candidate says yes on a page they control. Silence means no check.
Plain words
Where each check stands and why it landed there. Flags arrive as questions, not verdicts.
Hired becomes an employee, without typing it twice
The letter is drafted from the role's terms and approved by whoever must sign off. On the paid plans, an accepted offer becomes the employee record.
Accepted online
The candidate opens the offer from a link and accepts by typing their full name. The date is kept with it.
The record, carried over
Title, pay, joining date, location, probation and notice come from the offer. HR adds their manager.
A first week that's ready
One onboarding checklist per joiner, split between HR, their manager, IT and the joiner, who ticks their own steps in the portal.
Leave, attendance, payroll inputs and exits, in one place
People is on the paid plans. Your staff use your company's own portal, with a code sent to their email. Nobody signs up for anything.
Leave
Staff ask in the portal. Their manager decides, or HR, or the manager first and HR to finish, as you choose.
Attendance and breaks
Check-in, check-out and breaks, entered in the portal. No screen monitoring, no location tracking and no fingerprint.
Payroll inputs
Each month: days on payroll, unpaid days and pro-rated fixed pay, ready for your CA. Payroll itself stays with them. For the UAE, the WPS salary file and gratuity too.
Reviews
Review cycles with a self-review and a manager's review. You share them when ready. No SI scores anyone.
Exits and letters
Notice, last day and the final month worked out from the record, with experience and relieving letters drafted for you to check.
Policies, documents and POSH
Policies staff acknowledge in the portal, documents they upload for HR to accept, and your POSH committee on file. POSH is off outside India.
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 →
The questions worth asking
No. Moving someone on, or passing on them, is always a person's click. The proof match you sort on is counted from recorded evidence. The screening is different: SI marks each answer, the mark sits beside it, and SCOUT's shortlist counts those marks.
Post your first role this afternoon
14 days free, the whole product, no card. After a short review of your company.