Recruitment software and applicant tracking for Indian companies
From requisition to a signed offer, then straight to onboarding
Raise requisitions, run interview panels, and release offers with the approved compensation, then hand the new hire to onboarding without re-keying a thing.
- Requisitions & approvals
- Pipeline & panels
- Offers with a trail
What recruitment does in NeevHR
Requisitions & approvals
Managers raise requisitions for their departments; a validation gate opens the role when it is ready.
Pipeline & panels
Board or table pipeline, interview rounds and panels, and structured feedback.
Offers with a trail
Offers show the approved compensation, carry a validity date and keep full history.
Hire to onboard
An accepted offer flows into onboarding automatically.
Careers website applications
An openings feed and application form for your own website, or an API key with WordPress field mapping. Duplicates are checked, every application is logged, and your web team gets a developer guide.
Resume parsing
Upload a resume and NeevHR suggests each field with its confidence and source line, plus a skills match score, for you to accept. Rule based, with no AI or outside service.
Internal job posting
Post an opening to employees with eligibility rules, a manager rule (informed or must approve), confidential applications and group-wide reach, on web and mobile. Selection raises a job change or transfer on the same record.
Agencies and vendors
Keep your list of agencies and partners, and see candidates by agency.
Bulk resume import
Import up to 50 resumes at once. Old .doc files are not read.
JD match score
A word match between the resume and the job description, not AI.
Cost per hire
Record hiring costs and see the cost per hire.
Interview kits
Question kits, scorecards and My Interviews for panel members.
Add a resume in one step
Drop a resume: name, mobile and email fill in by themselves, and anything missing is flagged for you to type. Pick one or more positions, or keep it in the Resume bank.
Resume bank
Everyone not selected, rejected, withdrawn or saved, in one searchable list. Add anyone to a position, one at a time or in bulk.
Change stage from the pipeline
A board or a list across all positions, with a stage dropdown on each candidate. Interview, feedback and offer rules still apply.
Referrals
Track referrals with their reward.
Background verification
Track each check. There is no connection to a verification vendor.
AI resume match
When switched on, a score and reasons on the candidate page: what the resume shows against the opening and what it does not. A suggestion: it never rejects or moves a candidate.
Next step on the candidate page
A banner says what to do next, from the candidate's status, with tabs for overview, interviews, offer and onboarding, BGV and activity.
Bulk shortlist and reject
Select many on an opening's board or table. Reject takes one reason for all, and anyone who could not be moved is named and stays selected.
Matches from the Resume bank
An open position lists the best matches from your Resume bank by required skills, to add in a click. Nothing is rejected by itself.
How recruitment works, step by step
- 1
Requisition
Managers raise a requisition that is approved and validated before it opens.
- 2
Pipeline
Candidates move through stages on a board, from sourcing to offer.
- 3
Interview
Panels are scheduled and every panelist records structured feedback.
- 4
Offer and hire
The offer carries approved compensation, and acceptance starts onboarding.
Benefits
- Hiring stays tied to approved positions and plans
- Panelists see full candidate context
- No re-keying from candidate to employee
Who uses it
- Recruiters
- Manage pipelines, interviews and offers.
- Hiring managers
- Raise requisitions and give feedback.
- Interview panel
- See their interviews and submit feedback.
Set as rule sets by your HR admin, assigned to employee groups.
- Requisition approval chain
- Candidate sources and stages
- Interview rounds and panels
- Default offer validity
Every list becomes a report; every report a chart that drills to records.
- Funnel & conversion
- Time-to-fill & acceptance
- Source effectiveness
Hiring the way Indian companies hire
Indian hiring runs through requisitions with budget approval, high applicant volumes from job portals, referrals and campus drives, notice periods of 30 to 90 days that cause offer dropouts, and background verification before joining.
Approved requisitions
Every opening starts from a requisition checked against the approved headcount and budget.
Volume and sources
Candidates from the careers page, referrals and agencies in one pipeline, with source tracked for cost per hire.
Long notice periods
Offers carry the approved compensation and the joining date, so dropout risk during notice is visible.
Hand-over to onboarding
An accepted offer becomes the onboarding journey and the employee record, with nothing re-keyed.
Recruitment: frequently asked questions
Does NeevHR have a careers page or job-board integration?
A careers page, yes. Each company can switch on a public careers page and take applications from its own website into Recruitment; only openings you publish appear, and it is not an embedded frame. Your web team can also use the openings feed, or send applications with an API key, with WordPress field mapping and a developer guide. Job-board posting is not available.
Can employees apply for internal jobs?
Yes, once a recruiter turns it on. You set who is eligible, whether the current manager is informed or must approve, and whether applications are confidential. Selecting an employee raises a job change or transfer on their existing record, not a new employee.
Does NeevHR support background verification?
Yes. Background verification can be tracked as part of the candidate process.
Does NeevHR have a careers website?
Yes. Openings can be published on a careers page where candidates apply directly into the pipeline.
Can NeevHR read resumes?
Yes. Resumes are parsed into candidate fields, and where AI is switched on a resume match suggests fit against the job. The recruiter decides; nothing is rejected automatically.
Can interviewers give structured feedback?
Yes. Panels score candidates on scorecards per round, and the feedback stays with the candidate's record.
Explore related modules
One platform, one employee record.
Guides and calculators
See recruitment on your own data
A tailored walkthrough for your team, no generic deck.