Solutions

The same platform, shaped by how you hire.

Which parts of FindNeo matter most depends on who is hiring. Here is where each kind of team usually starts.

Talent acquisition teams

Many open roles, many applicants, and a hiring team that needs to agree.

Rank every applicant against rules the hiring manager has agreed to.
Use AI screening interviews for the first round, so recruiters talk to the shortlist.
Keep every interviewer on the same scorecard, and debrief from one summary.

Start with

Hiring alongside a day job, often without a dedicated recruiter.

Turn a job description into a structured job, ranking rules and sourcing criteria.
Let candidates book interview slots themselves, around real availability.
Answer candidates’ questions on the career site from your own documents.

Start with

Departments, permissions, IT requirements and a consistent process across teams.

Departments, users and roles — with fields masked from people who shouldn’t see them.
Single sign-on through your identity provider, and email from your own domain.
Reminders in Slack or Microsoft Teams, and every candidate email under your control.

Start with

Working across several clients, each with its own roles and process.

Clients invite you to work on their jobs; you accept from the invitation.
A portal of your own: clients, assigned jobs, talent pools and placements.
Submit candidates straight into a client’s pipeline, and see sourced, offered and hired per client.

Start with

A 30-minute walkthrough with the team: your roles, your stages, and the parts of FindNeo that fit them.