Hire faster, with signal instead of spreadsheets
Requisitions, sourcing, structured interviews, offers and onboarding on one record — so the candidate who says yes becomes an employee without a single re-key.
- Candidate accepted
- Record created
- Documents verified
- Statutory IDs linked
- Activated on payroll
- SSNVerified against documentVerified
- EINVerified against documentVerified
- W-4Verified against documentVerified
- I-9Verified against documentPending
SSN · EIN · W-4 · I-9
- 12 employees missing statutory ID linkage — blocks next filing cycle.
- 3 probation confirmations due this week; letters drafted for approval.
- Org chart updated — 2 reporting changes awaiting manager sign-off.
- Requisitions approved over email, with no audit of who signed off on headcount.
- Candidate data living in an ATS that never talks to HR or payroll.
- Interview feedback that is unstructured, so hiring decisions rely on recall.
- Offer-to-joining drop-off nobody sees until the joiner does not show up.
- Documents collected pre-joining
- Aadhaar · PAN · UAN · Bank proof
- Offer components
- Basic · HRA · Special allowance · Employer PF
- Approval evidence
- Requisition, offer and revision history
- Handoff
- Candidate record becomes the employee record
- 1Requisition & approval
Headcount raised against budget, routed through the approval chain, with every decision timestamped.
- 2Source & screen
AI Recruiter drafts the JD, shortlists against calibrated criteria, and runs first-round voice screening in the candidate's language.
- 3Structured interviews
Scorecards per stage, panel scheduling across calendars, and comparable evidence at decision time.
- 4Offer to day one
Offer generated from the comp template, e-signed, then converted to an employee record with onboarding tasks already assigned.
Employee records — configured for 🇺🇸 United States
The same product, populated with representative data and local identifiers. Never a different product per country.
- Candidate accepted
- Record created
- Documents verified
- Statutory IDs linked
- Activated on payroll
- SSNVerified against documentVerified
- EINVerified against documentVerified
- W-4Verified against documentVerified
- I-9Verified against documentVerified
SSN · EIN · W-4 · I-9
- 12 employees missing statutory ID linkage — blocks next filing cycle.
- 3 probation confirmations due this week; letters drafted for approval.
- Org chart updated — 2 reporting changes awaiting manager sign-off.
No export/import step between recruiting and HR — the same person object carries forward.
Every shortlist shows the criteria and evidence used, and the recruiter can override with a reason that is logged.
Offers are built from the same compensation structure payroll runs on, including PF-eligible components.
Aadhaar, PAN, UAN and bank details collected before day one so the first payroll cycle is not blocked.
Do we have to replace our ATS on day one?
No. You can run HRPortal.ai for onboarding first and keep sourcing where it is, then move recruiting across once the employee record is live.
How long does a talent acquisition rollout take?
It depends on how much history you migrate. A single-country workspace with employee records, attendance policies and one payroll cycle is typically configured in weeks, not quarters — we run it with you as a founding design partner.
Ready to run global HR on one platform?
Book a focused walkthrough. We’ll map your operating requirements and configure a representative workspace experience.