Loading…
HireFlow360 replaces 15+ tools — ATS, HRIS, performance, engagement, LMS, and analytics — with one platform where every module shares one data spine, one identity, and one audit trail.
One recruiting stack replaces Greenhouse/Lever, GoodTime, Gem, HireVue, Textio, and Metaview — and every candidate lands on the same record they'll keep as an employee.
Job boards, your branded career site, referrals, and agencies — every applicant lands in one pipeline with their source, resume, and history attached.
Structured scoring against the role you posted. Every rank ships with the evidence behind it — auditable and defensible, never a black box.
Ask for candidates in plain English. Talent pools and nurture campaigns keep silver medalists warm until the right requisition opens.
Panel scheduling and candidate self-booking built into the pipeline — no separate scheduling tool, no back-and-forth email threads.
Structured panel scorecards, blind vetting across 9 bias categories, and a JD analyzer that flags exclusionary language before it costs you candidates.
Live and async video interviews with liveness and lip-sync fraud detection, plus automatic transcription and notetaking in the candidate history.
Offers with side-by-side comparison and e-sign, a referral portal, assessments and exams, and an agency portal — the whole closing motion in one place.
Not here. HireFlow360 replaces Sapling/Enboarder, DocuSign, and the re-keying in between — the hire is already in the platform, so onboarding starts from their record, not a blank form.
The candidate's verified ProfileX profile becomes the employee record. Offer-to-employee in one step — no re-typing, no lost documents, no starting over.
Checklists, I-9, e-sign, and policy acknowledgments in one flow — new hires finish the paperwork before day one.
Licenses, certifications, and right-to-work documents arrive with the hire — already verified, already attached to their record.
SCIM 2.0 provisioning and LDAP/Active Directory sign-in out of the box. Import your org chart from Entra (Graph) or CSV.
HireFlow360 replaces BambooHR/Rippling-class HRIS, Deputy, and DocuSign with core HR that shares the same record as recruiting and development — one change, everywhere, with an audit trail.
People directory, org chart, document vault, and announcements with read receipts — the system of record your HR team actually lives in.
Payroll records & payslips, benefits enrollment, leave balances, and expenses — all on the same employee record as everything else.
Shifts, time clock, and timesheets with approvals — scheduling that knows your org chart and your leave balances.
One calendar with cross-employer conflict and rest-hour detection — an industry first, possible only because the record belongs to the person.
7-year audit logs, data residency in the US, EU, and APAC, and GDPR/CCPA/DSAR workflows — governance built in, not bolted on.
HireFlow360 replaces Lattice/15Five, Docebo, Eightfold, and Bonusly with development that runs on the same record as everything else — and credentials the person actually keeps.
Performance cycles, OKRs, 9-box, competency frameworks, and calibration — reviews that run on real data, not recollection.
360 and peer feedback, PIP workflows with an AI coach, promotions, and individual development plans — growth with a paper trail.
A built-in LMS with CPTP: training credentials are signed and attached to the person's portable record — they keep what they earn.
Succession planning tied to the org chart — a vacancy becomes an evergreen requisition or a backfill automatically.
Internal mobility with cross-industry skill translation (FlowBridge), plus a recognition & rewards feed that makes wins visible.
HireFlow360 replaces Culture Amp, Visier/ChartHop, and Pave with retention signals and people analytics computed on the same live record — so you act before the resignation, not after.
Pulse surveys, eNPS, wellbeing signals, and burnout warnings — sentiment measured continuously, not once a year.
Flight-risk prediction flags who's drifting before they resign. HR-only retention cases keep the intervention confidential.
Attrition modeling, headcount forecasting, D&I dashboards, pipeline conversion, time-to-hire, and source effectiveness — the numbers leadership asks for, ready before they ask.
Pay bands and salary benchmarks, plus CFO dashboards for ROI, attrition cost, and scenario planning.
EEO/OFCCP adverse-impact monitoring, statutory reports, and EU AI Act + Colorado AI Act audit logging — across the whole lifecycle, not just hiring.
Every people platform claims to put employees first. HireFlow360 is the one where the record literally belongs to them — through our sibling product, ProfileX. It's the difference no competitor can copy.
Every HR data item is classified person-owned, company-owned, or shared — enforced in the database, not the policy doc.
Consent auto-expires when employment ends, and every access is logged. Alumni keep their work passport — their record goes with them.
An employee updates their details once and every consented employer gets the change — with a full audit trail.
Non-work affiliations — church, HOA, school — can never leak into hiring decisions. Architecturally impossible, not just contractually.
OpenAPI, webhooks, and an MCP server — HR data your AI agents can actually use, with consent enforced on every call.
Privacy, security, and regulatory controls are part of the foundation — across the US, EU, and APAC, and across the whole employee lifecycle.
Applicant tracking is table stakes. Here's what changes when the whole people platform shares one record.
Create your workspace and post your first role in minutes. Free for your first 3 open positions — no credit card required.