One hiring platform. Every decision keeps its evidence.
Source, assess, interview and decide in one place. See what is known about each candidate, what is missing, and how much weight the evidence deserves.
Keep every department hiring from the same record
Run direct hiring across departments without splitting sourcing, assessment and interview evidence between tools. Each role keeps its owners, workflow and decision record together.
- Departments and projects reflect how the business owns each role.
- The corporate pipeline runs from sourcing and screening through interview, offer and joining.
- Requirements, assessment evidence, interview scores and notes stay with the candidate record.
Corporate workflow
Department → Project → Role- 01Sourcing
- 02Screening
- 03Interview
- 04Offer
- 05Joined
- 06Rejected
Staffing workflow
Client → Project → Role- 01Sourcing
- 02Screening
- 03Internal interview
- 04Client submit
- 05Client interview
- 06Offer and joined
Move from shortlist to client submit without rebuilding the story
Organise work by client and project, then carry the candidate's search context, screening evidence and interview record through every handoff.
- Clients and projects keep each mandate separate inside the same workspace.
- The staffing pipeline includes internal interview, client submit and client interview stages.
- Search, outreach, assessment and submission context stay with the candidate record.
One candidate, five stages, nothing retyped
Nothing is re-entered between stages. What the search found, the test measured and the panel scored all stay attached to the same person.
Discover
Search candidates on VHire, or through your own job portal seat, in one screen.
Verify
A proctored test that adapts as they answer, so a short test still tells you something.
Interview
Score against your own dimensions. Recording, transcript and notes stay on the record.
Decide
Match, assessment result and trust level in one table, with the report a click away.
Operate
Jobs, pipeline, shared inbox, calls, teams and permissions.
Your recruiters stop shortlisting on claims.
- Assessment and trust evidence are shown when a candidate has completed them
- Credits are spent on contact, never on looking
- Notice period and salary narrow the list, not the follow-up call
The answer shows how much evidence sits behind it
VHire names the signals that are present, the ones that are missing, and the confidence that the available evidence supports. That confidence can fall when evidence expires.
A résumé and a match against the role. Not enough to rank this candidate against anyone else.
- Skills matchAvailable
- Profile fitAvailable
- AssessmentNot yet
- Platform trustNot yet
- Role dimensionsNot yet
- Interview feedbackNot yet
- Background checkUnavailable
Requirements narrow the list before a recruiter opens a profile
Required, preferred and excluded criteria behave differently. Marketplace results can carry VHire evidence; job portal results stay separate and use your organisation's own portal seat.
- Shravan Kumar87%87%High
- Nawajish Khan66%93%Medium
- Aastha Kumbhaj64%100%High
- Praveen Pandey61%93%Medium
- Sarvesh S22%93%Low
- Shephali Dani16%90%Low
Every candidate left in the list has a match, an assessment result and a trust level. Candidates removed by a required or excluded criterion are shown leaving rather than quietly dropped.
First-round screening on a call the candidate can take at 9pm, scored against the same dimensions your panel uses.
Identity and employment checks inside the platform, instead of a separate vendor and a two-week wait.
The rest of the working day
The things a recruiting team stops noticing until they are missing.
Dial from the candidate page, with the call logged and recorded alongside it.
Reusable email and WhatsApp copy, so the tenth outreach reads like the first.
Recruiters grouped with their own managers, roles and reporting.
Who can see salary, who can reveal a candidate, who can approve an offer.
Your own domain and branding, fed by the same jobs list.
Printable codes for campus drives and job fairs that track back to the role.
Pipeline stages named the way your team already talks about them.
Import a folder of CVs or a spreadsheet and let parsing do the typing.
Requirements, contacts and submissions grouped by the company you hire for.
Distribute roles to approved staffing partners and keep bids, submissions, engagements and settlements in one workflow.
Calendar, webhooks and a public endpoint for pushing jobs in.
Assessment and interview reports you can export and send to a client.
Job postings and interview feedback held until someone signs them off.
Hiring details shaped for India
Notice period, compensation in LPA, location and availability are part of the workflow from the first search through the final decision.
Start with one open role
Request a workspace and tell us about a role you have open now, or write to us if you would rather talk it through first.