Hi Maya, what kind of role are you looking for?
Agents do the admin. Humans do the hiring.
inploi is the hiring experience platform for large frontline employers. It puts talent teams back in control and treats every candidate like a customer. Independent of any ATS, fluent in all of them.
Who it's for
Lean teams that hire at enterprise scale.
inploi takes the volume, the first read and the follow-up off your team, and puts a number against every pound you spend. Same ATS. Same team. Far less friction.
Applying went instant. Hiring stayed manual. Your team became the machine, not the people running it.
The problem
Hiring has become admin, not judgment.
Millions of great candidates go unseen. Here's what that looks like on your budget line.
Source: inploi platform data from 100M+ candidate interactions.
What we hear
Experience gap
Half the candidates drop off before they apply, so we lose the best people and waste the spend that brought them.
How inploi solves it94%
of visitors leave without applying
Compass Group
+42%
completed applications after inploi rebuilt the journey
“A huge help for us — giving managers a far more real-time view of their jobs.”
Application quality
Most applications never get looked at, so the best candidates go unseen and we hire the wrong ones.
How inploi solves it65%
of applications get zero views
PureGym
+55%
more qualified applicants, year on year
“The improvements to our candidate experience and funnel visibility have been game-changing.”
- How inploi solves it
Admin trap
Our recruiters spend the week on admin, not hiring, so roles take longer and good people go cold.
Côte
71%
lower cost per hire
“inploi helped us reset.”
ROI gap
We can't connect spend to hires, so we keep paying for channels that don't deliver and can't prove what does.
How inploi solves it50%
of spend lost to drop-off
wagamama
27%
lower recruitment media spend
“They are reaching talent pools we couldn’t reach on our own.”
Talent waste
With no pipeline, every role starts from zero and we pay several times over to re-source people we've already met.
How inploi solves it4-6x
re-source vs re-engage cost
Haven
62%
lower recruitment marketing spend
“We’ve witnessed a year-on-year reduction in our cost per application, coupled with a considerable increase in application volume.”
- How inploi solves it
ATS constrained
Our ATS only records the process, so all the real work of hiring still falls on the team.
Compass Group“We’ve been able to keep our existing HR systems in place.”
See what your hiring is costing you
The hiring experience audit takes four minutes.
Follow one application
One hire, start to finish.
From an 11pm question to a recruiter conversation, with agents carrying the admin.
The right role surfaces in a conversation.
The agent asks what Maya wants and when she can work, uses her approximate location, and brings the best-fitting nearby roles into view.
She asks about the job. The same agent answers.
Shift patterns and role details come from the employer’s approved content, in the same thread. Anything that needs judgment still belongs to a human.
The conversation becomes the application.
Basic details start the application; five minutes later, Maya answers the role-specific questions without leaving the thread.
Her evidence is matched to your criteria.
Between the candidate and recruiter views, the agent finds relevant CV evidence and scores it against the criteria the employer chose.
Maya reaches the top of the ATS queue, with reasons.
Her score and rationale arrive with the application. The recruiter can inspect the evidence before deciding what happens next.
The recruiter decides. The ATS confirms.
They open Maya’s rationale, schedule the interview and receive a confirmation in the system they already use. The human decision stays human.
Discover · 11:04pm
The right role surfaces in a conversation.
The agent asks what Maya wants and when she can work, uses her approximate location, and brings the best-fitting nearby roles into view.
Clarify
She asks about the job. The same agent answers.
Shift patterns and role details come from the employer’s approved content, in the same thread. Anything that needs judgment still belongs to a human.
Apply
The conversation becomes the application.
Basic details start the application; five minutes later, Maya answers the role-specific questions without leaving the thread.
Behind the handoff
Her evidence is matched to your criteria.
Between the candidate and recruiter views, the agent finds relevant CV evidence and scores it against the criteria the employer chose.
Review
Maya reaches the top of the ATS queue, with reasons.
Her score and rationale arrive with the application. The recruiter can inspect the evidence before deciding what happens next.
Interview
The recruiter decides. The ATS confirms.
They open Maya’s rationale, schedule the interview and receive a confirmation in the system they already use. The human decision stays human.
Products
Everything above your ATS, in one place.
Everything a candidate meets and everything your team needs to decide, from first click to hire, on the ATS you already have.
Candidate experience
Be found and chosen
Fast on a phone, built to WCAG 2.1 AA, and now with an agent on the front door.
Agents and automation
Hire faster and fairer
Agents that do the admin, so your team does the hiring.
Maya OkaforCustomer Team Leader88- Team leadership
- Customer service
- Rota management
- Till and cash handling
- Weekend availability
Review first5 of 5 requirements evidenced
Darren HoltFitness Coach91- Level 3 PT qualification
- Class instruction
- Programme design
- Member retention
- Shift flexibility
Strong match5 of 5 requirements evidenced
Amara DialloKitchen Team Member74- Food hygiene certificate
- Kitchen experience
- Allergen awareness
- Pace under pressure
- Evening availability
Review first4 of 5 requirements evidencedStructured screening: asks a role’s basic requirements first, and anyone can still apply.
In development
Platform
Run it your way
Your criteria, your weightings, your sign-off.
12 weeksfrom contract to live.
Eight to twelve, depending on scope.
Workday
SAP SuccessFactors
Cornerstone
iCIMS
Oracle
Tribepad
SmartRecruiters
Eploy
Dayforce
A partner, not another vendor
Software with a service.
Our people, embedded in your team. Solving what software alone can’t.
Designers, engineers and data specialists, working as part of your team.
Get to the real problem.
We get to know your business, find the friction in your hiring and shape a plan with your team.
Discovery & consulting
Build what’s missing.
Designers and engineers work alongside you to deliver the integrations and custom builds your business needs.
Design & bespoke engineering
Keep making it better.
Your dedicated partner stays close after launch, turning performance data and your team’s feedback into the next improvement.
Ongoing expertise & collaboration
“inploi are the tech partner that we deploy to fill the gaps in the candidate experience.”
The results
Teams use inploi to lift quality, cut manual screening and reduce wasted spend, while protecting the experience on both sides of hiring.
27%
lower recruitment media spend
“They are reaching talent pools we couldn’t reach on our own…”
71%
lower cost per hire
“The build was fast, collaborative, and genuinely enjoyable.”
+42%
more completed applications
“…we’ve been able to keep our existing HR systems in place…”
30%
lower recruitment media spend
“…we’re spending less, reaching more people, and hiring better talent.”
PureGym
+55%
more qualified applicants
“We needed a partner that could help us scale our hiring without compromising on quality.”
62%
lower recruitment marketing spend
“They are true partners who really understand our business…”
Enterprise trust
AI safety
Certified
Data residency
Encryption
SSO
Public sector
Agents do the admin. Humans do the hiring.
See what inploi would take off your team.
The hiring experience audit takes four minutes.
FAQ
inploi is priced on the size of your hiring, not per application or per hire, so costs stay predictable as volume changes. We share indicative pricing early in the conversation, once we understand your scale.
inploi integrates with Workday, SAP SuccessFactors, Oracle, Cornerstone, iCIMS, SmartRecruiters, Dayforce, Harri, Tribepad, Eploy, and many others. The integration is two-directional: inploi pulls live job data from your ATS and pushes completed applications back. Implementation typically takes eight to twelve weeks.
Yes. inploi tracks every candidate from first click through to application, showing which source, campaign, or channel brought them. This data is visible in Studio and can be segmented by job, location, brand, or date range. Attribution data is sent back to your ATS where technically possible.
inploi is the hiring experience platform. For candidates it is the careers site, the application and an agent that answers their questions. For your team it is scoring with readable reasoning and one view of what is happening across your systems. Screening and the talent pool are in development with design partners. It sits above your ATS, sees the candidate from first click to hire decision, and leaves the decisions with your team.
A standard inploi implementation takes eight to twelve weeks, depending on scope and how quickly your team can review and approve content. We manage the technical build. The main inputs needed from your side are brand assets, ATS credentials, and a point of contact who can sign off the experience before it goes live.
The business case draws on three numbers: job board and agency spend, time to hire, and application quality and conversion. We model it on your own data, or on industry benchmarks where you do not track a number yet.
Studio provides real-time analytics across the full hiring funnel, from first candidate click to application outcome. Standard reports cover source attribution, conversion rates, drop-off analysis, and spend efficiency. Custom views can be configured by role category, location, brand, or job type, and data can be exported to your own BI systems.
No. Your ATS stays the system of record. inploi is the layer above it: the experience candidates meet, the agents that do the admin, and the view your team works from. We integrate in both directions so nothing has to move.
The Hiring Agent scores every application against your role's criteria as it arrives, with reasoning your team can read. Every application stays in the queue and can be read in full. The score changes the order, not who is seen. Personal details are removed before the Hiring Agent scores an application, and scoring uses only the criteria your team sets. You can close an advert once it reaches the number of applications you set.
inploi is ISO 27001 certified. Candidate data is stored in the UK and EU with no third-party data sharing outside agreed DPA scope. A full Data Processing Agreement is provided as standard, and a security pack covering data residency, sub-processors, and penetration test reports is available on request.
Every agent recommendation is explainable and auditable. Scoring uses transparent reasoning against the job requirements. Personal details are removed before the Hiring Agent scores an application, and scoring uses only the criteria your team sets. inploi's use of AI, including the Hiring Agent and the Candidate Agent, is independently audited for fairness and accuracy by Warden. Agents rank and recommend; they do not reject. Hiring decisions stay with your team, and a full audit trail of every agent action is available in Studio. On data protection, responsibilities are set out in a standard DPA, including controller and processor roles, with a GDPR addendum available where required. Documentation covering our AI governance approach is available on request.