“By implementing inploi’s technology we’ve been able to keep our existing HR systems in place and provide our prospective employees with an engaging experience that gives us full visibility of the process.”
Application quality
Too many applications, not enough good ones
Volume roles drown a team in applications it cannot read; specialist roles get none. Either way the signal is lost, and the good candidate in the pile hears nothing.
ApplicationsFront of House Team Lead · LeedsDefault scoringLocationSkillsExperienceEducation
Recommended
- Priya N.Just now · Reasoning attachedReview first
- Tom E.Yesterday · Reasoning attachedReview first
Scored
- Ana R.Yesterday · Reasoning attached
- Lee W.Monday · Reasoning attached
- Sam K.Monday · Reasoning attached
Agents rank and recommend; they never reject.
How inploi solves it
Find quality in volume
Conversational apply adapts to the role and region, so a candidate who does not meet a basic requirement finds out before applying, and can still apply. The Hiring Agent scores every application against your criteria as it arrives, with reasoning your team can read; it ranks and recommends and never rejects.
Conversational apply
The application that adapts to the role and finishes in minutes.
Apply · Fitness Coach00:58
Do you have the right to work in the UK?
Yes
Do you hold a Level 3 PT qualification?
Yes, Level 3
Thanks, that’s everything. Application complete.
Apply · Fitness CoachForm
- Do you have the right to work in the UK?
- Yes
- Do you hold a Level 3 PT qualification?
- Yes, Level 3
Application complete.
Hiring Agent
Scores every application with reasoning your team can read. Screening in development.
Works alongsideCandidate AgentTalent pool (In development)Job distributionAnalytics and attributionAutomationsStudio
Proof
50%
PureGym
“We needed a partner that could help us scale our hiring without compromising on quality.”
The problem · Application quality
Most applications never get looked at, so the best candidates go unseen and we hire the wrong ones.
65%
of applications get zero views
Source: inploi platform data from 100M+ candidate interactions.
The alternative
Reading the first 25 and stopping, or a keyword rule.
When 200 applications arrive for one role, most teams read the first screen and stop, or set a keyword rule that rejects people nobody has read. Both throw away the good candidate who applied on Tuesday afternoon. Scoring every application with readable reasoning means the whole pile is read, ranked and explained, and the decision about any one of them stays with a person on your team.
FAQ
No. It ranks and recommends. Every application is scored and placed in order with its reasoning; moving a candidate forward, or not, is a decision a person on your team takes in your ATS. That is a design rule, not a setting.
In your ATS queue, where the integration supports it, with the reasoning attached, and in Studio with the audit trail. Your team reviews where it already works rather than in a second tool.
Job distribution groups roles into segments and puts budget behind the ones that are short, so a hard-to-fill role gets more reach than one that fills itself, and every application is attributed to the channel that brought it.
Not yet. Structured screening, which asks a role's basic requirements first, is in development with design partners. This page and the Hiring Agent page will say so when it ships.
Agents do the admin. Humans do the hiring.
See what inploi would take off your team.
The hiring experience audit takes four minutes.