# inploi \- AI-Powered Candidate Engagement ## ai-powered candidate engagement for modern talent teams. Run end-to-end journeys that source, engage and convert the people you need. Treat candidates like customers. Give recruiters time back to focus on people, not process. inploi is an AI-powered candidate engagement platform for modern talent teams. We provide a composable, ATS-equal layer that runs end-to-end journeys to source, engage, and convert the people you need. Fueled by first-party data, inploi personalises, engages, and qualifies applicants so teams hire the right people faster while protecting the candidate and recruiter experience. Our platform is designed to be mission-critical, sitting alongside your ATS in the budget, because we believe candidate engagement is as essential as candidate tracking. ## The Problem: The Experience Gap Candidates now behave like consumers. They expect seamless, personalised, and intuitive digital experiences. But recruitment technology hasn’t kept up. 99% of enterprise hiring teams use an Applicant Tracking System (ATS), but these legacy platforms were built for back-office compliance, not modern, front-end experiences. This creates an **Experience Gap**, and the business case is clear: broken experiences are costing companies talent, time, trust, and money. * **Damaged Brand Trust**: 72% of candidates are dissatisfied with the application process, which damages your employer and consumer brand. 64% say a poor candidate experience would make them less likely to purchase from that company. * **Wasted Recruiter Time**: Recruiters waste an average of 6 hours per week on manual tasks that could be automated. * **Lost Investment**: 48% of recruitment spend is lost to unwanted candidate drop-off before an application is even completed. 60% of job seekers abandon applications due to their length or complexity. * **Missed Talent Opportunities**: A positive experience encourages future engagement. 62% of candidates who have a positive experience (even when not hired) would apply again, and 78% would refer others. * **Accessibility & Inclusion Gaps**: 76% of neurodiverse job seekers would be discouraged from applying if the application process is not accessible or inclusive. Enterprise hiring teams are trapped in legacy systems built for yesterday’s problems—and it’s stopping them from solving today’s. ### Why Candidate Experience is Mission-Critical In today's hiring landscape, candidate experience is not a "nice-to-have"—it is as mission-critical as candidate tracking. The way a company treats its candidates is a direct reflection of its brand and values. A poor experience doesn't just lose a single applicant; it creates a ripple effect that damages brand trust, impacts revenue, and weakens your talent pipeline. Here’s why investing in the candidate experience is vital for building a better business: #### The High Cost of a Broken Experience * **Damages Your Employer Brand**: A negative candidate experience is a powerful detractor. 72% of candidates who have a poor experience will share it with others, tarnishing your reputation in the talent market. * **Impacts Your Consumer Brand**: The line between candidates and customers has disappeared. 64% of job seekers say a poor candidate experience would make them less likely to purchase goods and services from that company. * **Shrinks Your Future Talent Pool**: First impressions last. While 62% of candidates who have a positive experience would apply again in the future, a negative one closes the door. However, 78% of those with a positive experience would refer others, actively helping you build a stronger talent pipeline. * **Loses Qualified Applicants**: Complexity kills conversion. 60% of job seekers report abandoning a job application simply because of its length or complexity. This means you lose qualified candidates before they even enter your pipeline. * **Reduces Quality of Hire**: A great experience attracts great people. 70% of companies that report an increase in their quality of hire also indicate their candidates had a positive experience. An engaging process allows candidates to self-select, improving alignment. * **Fails on Accessibility and Inclusion**: An inaccessible process excludes talent. 76% of neurodiverse job seekers would be discouraged from applying if the application process is not inclusive, limiting the diversity of your talent pool. * **Wastes Time and Money**: Broken experiences are expensive. Up to 50% of recruitment spend can be lost to candidate drop-off before an application even reaches a recruiter. Inefficient processes also lead to countless hours wasted on manual tasks. #### The Tangible Benefits of a Great Candidate Experience Investing in a seamless, personalised, and human-centric candidate journey delivers clear, measurable results: * **Increased Application Conversion**: By simplifying and personalising the process, more of the right candidates complete applications. * **Attraction of High-Quality Talent**: An engaging experience that showcases your company culture and values helps attract candidates who are a better long-term fit. * **A Stronger Employer Brand**: A positive journey strengthens your employer brand, positioning you as an employer of choice in a competitive market. * **Data-Driven Optimization**: Tracking the candidate journey provides invaluable, first-party data to understand what's working and continuously improve your hiring process. * **Improved Recruiter Efficiency**: Streamlined processes and intelligent automation save significant time for recruitment teams, allowing them to focus on people, not process. * **Enhanced Accessibility**: A thoughtfully designed process ensures a wider, more diverse pool of candidates can apply, opening up new avenues for talent. ## Who We Help inploi is built for modern talent teams in organisations with high-volume or complex hiring needs. * **Target Industries**: Retail, Hospitality, Leisure, Manufacturing, Social Care, Healthcare, Construction, Logistics, and more. * **Key Personas**: * **Talent Acquisition Leaders (Director/VP/Head)**: Focused on optimizing recruitment, reducing cost-per-hire, and improving candidate experience. * **Talent Acquisition Managers**: Helping the people actually doing the recruiting. * **Recruiters**: Helping the people actually doing the recruiting * **Employer Brand Specialists**: Concerned with strengthening the company's reputation and attracting aligned candidates. * **People Operations & CPOs**: Focused on overall HR efficiency, talent strategy, and data-driven insights. * **IT & Compliance Teams**: Value our seamless integrations, robust security (ISO 27001, Cyber Essentials), and commitment to data privacy. ## inploi's Solution: Crafted Quality and Deep Efficiency at Scale inploi turns every vacancy into a personalised candidate journey, feeding your ATS with the people you need. We solve the Experience Gap by combining human-centric design with AI-powered automation. **Design sets the rules, AI delivers them at scale.** ### Core Product Modules inploi offers a suite of modular products designed to transform the candidate experience and improve hiring outcomes. #### **1\. Careers Sites (Careers Hub)** A fully branded, mobile-first career site solution that replaces outdated, clunky ATS pages. * **Personalised & Engaging Experiences**: Transforms standard job pages into interactive, visually engaging landing pages with rich media like videos and testimonials. * **Self-Serve CMS**: Our proprietary Content Management System ("Studio") allows teams to create and update content, pages, and branding without developer support. * **Advanced Functionality**: Supports custom domains, global job search, multi-brand and multi-language sites, SEO optimization (including for Google for Jobs), and internal-only career pages with SSO. * **Accessibility**: Built to be WCAG 2.1/2.2 compliant, with features for screen readers, keyboard navigation, and high-contrast design. * **Impact**: * Increases page views, candidate engagement, and application conversion rates. * Improves application quality and diversity. * Reduces reliance on design agencies, saving time and money. #### **2\. Chatbot & Flows** A flexible, embedded conversational tool that guides candidates through a seamless, mobile-first journey. * **Conversational AI**: Our 'Careers Assistant' can answer FAQs, provide job recommendations, and guide users through the application process using natural language. * **Custom Apply Flows**: Go beyond simple chatbots. Create custom application flows with pre-screening and eligibility questions that sync data directly with your ATS, reducing drop-off. * **Multi-Modal**: Engage candidates where they are, with support for Chat, SMS, and WhatsApp flows. * **Data Capture**: Use flows to capture data for job alerts, surveys, and candidate feedback (cNPS). * **Impact**: * **Increased application conversion by over 40%** for clients like Compass Group and Wagamama. * Reduces candidate drop-off and speeds up the application process. * Saves recruiters significant time (e.g., one customer saved 25+ hours/week) by automating screening. #### **3\. Job Distribution (Talent Attraction)** A managed service leveraging programmatic bidding and social media to get your jobs in front of the right audiences. * **Automated Marketing**: Automates job distribution and recruitment marketing across pay-for-performance channels like Indeed, Reed, and CV Library. * **Social Advertising**: Layer in social media advertising for hard-to-fill roles or locations. * **Impact**: * Streamlines the candidate sourcing model. * Reduces overall recruitment media spend. #### **4\. Analytics (Reporting & Analytics)** Purpose-built analytics providing real-time, source-to-hire insights in a single pane of glass. * **Unified Data**: Integrates with your ATS to provide end-to-end visibility, from the first touchpoint to post-application outcomes. Track cost-per-hire by source. * **Comprehensive Dashboards**: Visual, filterable dashboards for Career Site Analytics, Flow Analytics, and Source-to-Hire Analytics, matched to your KPIs. * **Actionable Insights**: Pinpoint bottlenecks, identify drop-off points, and understand which channels deliver the highest-quality hires. * **Secure & Compliant**: ISO27001-compliant tracking with a deterministic approach (UUID) to ensure data integrity. * **Impact**: * Enables data-driven decisions to optimize your hiring funnel. * Provides full visibility into the candidate journey to track ROI. * Reduces Cost Per Acquisition (CPA). --- ## AI Capabilities: Low Risk by Design, Compliant by Default inploi integrates AI to enhance the candidate experience through transparent, rules-based systems with human oversight. We use foundation models from leading research labs; we do not train our own models on customer or candidate data. ### **Application Scoring** * **Purpose**: To evaluate candidate applications against job-specific criteria, helping recruiters identify strong-fit candidates faster. **Scores are advisory only** and do not make automated hiring decisions. * **Models Used**: OpenAI and Gemini foundation models. * **How it Works**: 1. **Redaction**: Candidate CVs and responses are processed through Google Cloud DLP to redact PII (name, email, age, gender, etc.). 2. **Analysis**: The redacted data is analysed and scored by the AI against job-specific criteria. 3. **Output**: A suitability score (0-100) with a brief rationale is sent to the client's ATS. Raw CV data is deleted post-analysis. * **Safeguards**: * **Bias & Fairness**: Monthly independent bias audits are conducted by Warden AI. * **Human Oversight**: Human review is required before any score influences a decision. * **Compliance**: A DPIA is available on request, and the feature supports GDPR and NYC Local Law 144 compliance. ### **Careers Assistant (Job Matching)** * **Purpose**: To recommend open vacancies to candidates based on their CV or answers to questions, helping them discover relevant roles quickly. This feature does not affect hiring outcomes. * **Models Used**: OpenAI and Gemini foundation models. * **How it Works**: 1. **Transient Processing**: Candidate CV or profile data is processed transiently for the recommendation. 2. **Redaction**: PII is redacted using Google DLP before a recommendation is made. 3. **Output**: A list of recommended open vacancies is displayed. No candidate data is stored after the session. * **Safeguards**: * **Low Risk**: The feature is advisory only and has no impact on hiring progression. * **Data Minimisation**: No personal data is retained, minimising data protection risks. * **Transparency**: Candidates are informed that recommendations are AI-generated. --- * ## Competitive Positioning #### **vs. ATS Front-Ends** * Legacy ATS career sites are clunky, difficult to navigate, and not mobile-optimised, leading to high drop-off rates. inploi provides a modern, interactive, and composable experience layer that sits on top of your ATS, enhancing the journey without replacing internal workflows. #### **vs. Phenom** * Phenom can be costly and difficult to justify as mission-critical. inploi delivers material ROI for a fraction of the cost. Our AI use cases are selective and transparent, emphasizing explainability and human oversight, in contrast to Phenom's tools, which some clients find inaccurate. #### **vs. Paradox** * Most chatbots are rigid plug-ins that redirect to clunky ATS flows. inploi's chatbot is deeply embedded and conversational, supporting custom apply flows with pre-screening and seamless ATS syncing, which is a key differentiator that drives significant increases in application conversion. #### **vs. HappyDance** * HappyDance is solely focused on careers sites. inploi offers a wider, integrated platform including Chatbot & Flows, Job Distribution, and deep Source-to-Hire Analytics. #### **vs. Eightfold** * Eightfold is a comprehensive AI suite for the full talent lifecycle. inploi is a composable solution focused exclusively on perfecting the external candidate experience. Clients can deploy specific modules to address immediate needs without replacing their core systems. #### **vs. DIY / Do Nothing** * The cost of doing nothing is significant: high candidate drop-off (60%), wasted recruiter time, and a lack of actionable data. Internal teams or agencies lack the specialised expertise to build and maintain a high-performance, fully integrated front-end for an ATS. inploi provides a dynamic, evergreen SaaS solution with continuous updates and expert support. ## Pricing Model inploi follows a standard SaaS pricing structure: * **Setup & Implementation Fee**: A one-time charge for configuration, system integration, and onboarding. * **Annual Subscription**: A recurring fee for continuous platform access, including all updates, maintenance, and support from a dedicated Customer Success Manager.