From an empty job post
to a team you can run

Approving a draft turns it into a live job and gives you a share link plus an embed code you can drop into your own site.

• Candidates apply on your career page without creating an account.
• A resume is required, and it must be a PDF under 2 MB.
• They provide name, email, phone, location and notice period, plus optional salary expectations, an optional cover letter up to 1500 characters, any links you asked for, and answers to your screening questions.
• They receive a tracking id and can check their own status later on a status page.
• A job can be published, paused, closed, or archived. Paused and closed jobs stop showing on your career page straight away.

This part runs on its own the moment someone applies. There is no button to press.

• Your core requirements are checked first, covering education, work mode, work authorisation, experience, and salary. Anyone who fails is clearly flagged, and still visible in your list rather than quietly hidden.
• The resume is then scored out of 100 across four areas: skills match, experience relevance, project relevance, and education fit, each carrying a weight you control.
• You set the rejection threshold, which starts at 50. Anyone scoring below it is marked as rejected by AI automatically.
• While it runs the status shows as pending, and if a score ever fails you can run it again.

The deep evaluation is deliberately manual. You open a candidate and run it yourself.

• You get an overall score out of 100, a shortlist or reject recommendation, per area scores, risk flags, and a confidence level.
• A written explanation covers strengths, gaps, risks, recommendations, and how ready the person looks for an interview.
• Answers to your screening questions are judged one by one rather than as a block.
• If the candidate shared a GitHub, LinkedIn, portfolio, Figma, or Behance link, you can run a Deep Dive on it. Those cards only appear for links they actually submitted.

You choose who to test. Both are generated from the job itself in a minute or two, and you can edit every question and the rubric before sending.

• A Brain Test is a timed set of questions, mixing multiple choice, coding, and open ended, at a difficulty from entry level to expert, with a time limit between five and sixty minutes and a pass mark you set.
• A Brain Task is a take home assignment such as a coding challenge, case study, design, written piece, data analysis, or presentation. It defaults to about four hours of work with a seven day deadline, and candidates submit a file, a link, a GitHub repository, or written text.
• Candidates get a secure link, confirm their identity using the email and phone you already hold, and work in the browser while progress saves as they go.
• There is one attempt only. Leaving the tab or running out of time submits the work, and copy and right click are switched off. There is no webcam on tests.
• Everything is scored out of 100 against your rubric, with per skill scores and plain notes on strengths and gaps. Submitted code repositories are reviewed as well.
• Skill Veracity then lines up what the candidate claimed against what they proved across tests, tasks, interviews, GitHub, and their resume, gives a veracity score out of 100, and flags any skill where the claim sits above the evidence with a severity and the size of the gap. Reports export to PDF.

You pick who to interview, set the length, and choose whether to record and proctor the session. You can add a hint about what Riya should focus on.

• Riya emails each candidate a secure link that stays valid for as many days as you choose, and you can resend it.
• The interview runs in the browser as a genuine back and forth. Riya speaks out loud and the candidate answers by voice or by typing.
• The camera and microphone stay on so the session can be recorded and checked for integrity. Anything unusual is flagged for a person to review.
• Riya builds each next question from the previous answer, so it can follow a thread instead of reading a fixed script.
• You receive a full transcript, an overall score out of five and per area scores with the reasoning behind each, strengths and risks, every question marked full, partial, or missed, a short summary, and a suggestion with a confidence level.
• Interviews are tracked as invited, in progress, completed, no show, or live now, with the average length across them.

The AI scores, ranks, explains, and suggests. It never advances anyone on its own.

• Candidates sit on a board with columns for applied, under review, shortlisted, interviewing, offered, hired, future opportunities, on hold, decision pending, and separate rejection columns for before and after the interview.
• Every move is made by a person, either by dragging a card or using the dropdown, which only offers the moves allowed from the current stage.
• You can move or reject in bulk, and send the rejection email at the same time.
• Every stage change is written to a full history, so you can always see who moved a candidate, and when.

Moving someone to Hired carries them forward into an employee record. What you already learned while hiring is there on day one, not re-entered.

• Profile, role, department, reporting line, contract type, and employment dates sit together in a single record, so there is exactly one place to look.
• Contracts, identification, certifications, and signed policies are stored against the person they belong to, with expiry and renewal dates surfaced before they lapse.
• New joiners follow a structured path through their first weeks rather than an ad hoc checklist.
• You create each employee login yourself. Nobody self-registers, each person sees only their own record, and access is revoked from the same place when they leave.
• Every later change, a promotion, a new contract, a leave balance, a review, is written to the same record rather than a second system.

Employees clock in and out from the web or their phone, and the timesheet builds itself. Managers handle the exceptions instead of reading every row.

• A live view shows who is in, who is out, and who is running late across teams and locations, with shifts, breaks, and overtime captured as they happen.
• Late arrivals, early departures, missed clock-outs, and unexplained absences are flagged for you rather than spotted by hand.
• Leave requests are routed to the right approver, and the balance updates the moment they are approved.
• Managers approve or correct hours before the pay run closes, and every correction is recorded against the person who made it.

A pay run is prepared, not executed. The maths is done for you, and nothing is released until a person approves it.

• Approved attendance, shifts, and overtime import automatically, so the hours on the payslip are the hours your managers signed off. There is no re-keying and no second set of numbers.
• Base salary, hourly rates, overtime multipliers, allowances, bonuses, loan repayments, and statutory deductions are applied from the rules you configure once.
• Paid and unpaid leave carry through to the same run without manual adjustment.
• You see the full breakdown and the variance against the previous cycle before approving, with every edit recorded against the person who made it.
• Each run produces a payslip per employee and a pay history they read from their own login.

You define what each role is measured on. Progress accumulates while the cycle runs rather than being reconstructed the week before a review.

• KPIs, targets, and weighting are set per role rather than imposed as one template, and can be adjusted between cycles as priorities change.
• Results are recorded against targets throughout the period, so trends show up while there is still time to act.
• You choose the review cadence, and Peoplesage tracks who is due, what was agreed last time, and what has changed since. Previous cycles are kept, so progress is visible over time.
• Role based assessments give an honest capability baseline, and gaps are visible per person, per team, and organisation wide, which tells you whether to train or to hire.
• A gap becomes a development plan with specific goals and a timeframe, attached to the employee record and reviewed alongside the performance cycle.
• Employees follow their own targets, progress, and plan from their own account, so nobody waits until review day to find out where they stand.