People Platform
one identity, end to end
The full employment lifecycle on one backend — public careers site, applicant tracking, offers, onboarding and employee self-service — so a candidate becomes an employee without a second login or a re-keyed record.
The handoffs are where people are lost
Most organizations run a careers page, an applicant tracker, an offer tool and an HR system that were never designed to speak to each other. A candidate is typed in four times, their record splits, and the person who applied is not obviously the person who was hired. Every seam is a place to lose data, lose the audit trail, or lose the candidate.
No re-keying
Application, interview, offer, onboarding and employment are stages of one identity, not four systems agreeing by coincidence.
Access that narrows
Recruiting history is preserved with HR-only access rather than copied into the employee file where a manager can read it.
Decisions on the record
Who reviewed, who scored, who approved and when — retained because hiring decisions are the kind that get asked about years later.
Six modules on one backend
Public careers site
A public careers API — openings, structured job metadata, applications with a token-secured status page — plus the careers experience running on this site. Per-organization branded frontends are part of the interface work described above, not shipped today.
Applicant tracking
Internal pipeline stages mapped to a simpler status the candidate actually sees. Structured interview scorecards, so a decision rests on comparable evidence. Reviewers who can score without gaining access to the rest of a candidate's file.
Offers and e-signature
Offers generated from an approved template, routed for approval, signed or declined in place — and acceptance launches the correct pre-employment checklist automatically rather than by someone remembering to.
Candidate to employee
One identity throughout the transition. Recruiting records become history with a narrower access boundary; nothing is duplicated into the employee file, so there is never a second version of the truth to reconcile.
Onboarding
Task, training and equipment templates assigned by organization, job and department — with the manager's tasks and IT's tasks tracked alongside the new hire's, because those are the ones that get forgotten.
Employee self-service
Profile and documents, time off, HR cases, directory, training and performance — with a hard boundary around payroll and banking data, which this platform does not hold.
The same foundation as the revenue platform
This is not a second product built by a second team on a second stack. It runs on the platform already carrying claims and remittance data, which sets the floor for how employee data is handled.
Multi-tenant
Isolation enforced server-side on every query, not by a filter someone remembered to add.
White-label
An organization's careers experience carries its own brand, not ours.
Role-based access
Recruiter, hiring manager, interviewer, HR and employee see genuinely different records.
Audited
Access and decisions recorded, with retention set deliberately per record type.
Request a demonstration
A walkthrough of what exists today and a straight account of what does not. You will see the live careers experience end to end, the data model behind the remaining modules, and where each one sits in the build. Roughly thirty minutes.
You will see
- The live careers site, including how it behaves with no open roles
- Structured job metadata and how a role is published
- The candidate-to-employee identity model
- Role-based access across recruiter, manager and HR
- Credential-scoped training and where its boundary sits
You will also be told
- Which modules have a working API but no interface yet
- What the build sequence is, without a date we cannot hold
- That there is no payroll, tax or banking capability here
- That we hold no SOC 2 report and say so plainly
Email reaches a person directly. There is no form here that quietly goes nowhere.