Stop running recruitment out of an inbox. RecruitIQ gives you a single pipeline for every role — applications, AI CV screening, interview scheduling, scorecards and offers — plus a branded careers page that puts your open roles in front of candidates.
A single advertised role in Kenya routinely draws hundreds of applications, most of them PDFs sent to a shared address. The cost is not just the reading — it is the good candidate who waited nine days for a reply and took another offer. An ATS shortens the gap between a strong application arriving and a human responding to it, which is usually where hires are won or lost.
Applications are parsed and scored against the role so the strongest candidates surface first, instead of whoever applied most recently.
Every workspace gets a public careers page and job pages that search engines can index, so your roles are discoverable without paying for every listing.
Scorecards and interview kits keep panels consistent and give you a defensible reason for every hiring decision.
Strong candidates you could not place stay searchable, so the next vacancy starts with a shortlist rather than a blank advert.
Yes. Guest application is supported, which measurably reduces drop-off. Candidates can still create an account to track their applications if they prefer.
Yes. AI screening and stage automation are designed for roles that attract hundreds of applications, so shortlisting does not scale with headcount in HR.
Yes. Careers pages and candidate-facing communication carry your organisation branding, and white-label options are available.
The pipeline view shows exactly which stage each candidate is stuck in and who owns the next action, which is usually where the delay is hiding.