Talent Acquisition
Keeps the process moving and the candidate experience consistent.
Enterprise ATS
Hiring decisions move faster when the process stays connected.
Bring applicants, hiring teams, interviews, feedback and approvals into one coordinated flow, with agents supporting the work between decisions.
Ask KarmaV
Review the Product Designer applicants, identify who is interview-ready and prepare the hiring team for the first-round decision.
48
Applicants reviewed
9
Strong matches
6
Interview-ready
2
Need clarification
Hiring-team brief prepared
Connected hiring
Hiring is a team sport.
The system should act like one.
Talent acquisition, hiring managers, interviewers, HR and approvers all contribute at different points. The process works better when each person gets the right context without losing the shared hiring picture.
Hiring Managers
Gets the context needed to make decisions without living inside the ATS.
Interview Panels
Sees what matters, contributes feedback and moves on.
HR & Approvers
Steps in where policy, compensation or governance requires it.
Leadership & Operations
Sees where hiring is progressing, waiting or blocked.
Agentic hiring
Less coordination between decisions.
Agents support the work around each hiring decision, from preparing the Job to progressing the selected candidate.
01 · Before the Job opens
Requisition Intake
Capture hiring demand, structure the requisition and prepare the information needed for headcount, budget and role approval.
Job & JD Preparation
Turn an approved requisition into a complete Job, finalise the job description and hiring criteria, and prepare it for publishing.
Before the Job opens
Decision orchestration
Decisions stay human.
The coordination does not have to be.
Agents can prepare, coordinate and progress the work around a hiring decision while keeping the decision itself with the right person.
Requisition
Hiring Pipeline Monitor
Onboarding
Do we have approval to hire?
Requisition raised → headcount / budget / role approval
Requisition IntakeMissing approval inputs
What exactly are we hiring for?
Job created → JD finalised → hiring criteria set → hiring team assigned → Job published
Job & JD PreparationWho should progress?
Applicants sourced → screened → shortlisted → interview-ready candidates identified
Talent Fit & QualificationWho should we hire?
Interviews conducted → feedback collected → candidate selected
InterviewMissing feedback
Can we issue the offer?
Offer prepared → internal approval → offer extended → candidate accepts, declines or negotiates
OfferIs the candidate ready to become an employee?
Documents collected → checks completed → employment agreement prepared and approved → candidate signs
Pre-employment ReadinessOnboarding begins
Joining date confirmed → onboarding starts → handoff to HRMS
Handoff to HRMS
KarmaV Agents
Different hiring models. Same control.
Configure stages, criteria, approvals and agents around each model.
Create your own agentExecutive
Fewer stages, deeper review, tighter approvals.
Specialist
Role criteria and panel context stay attached to the Job.
High-volume
Repeatable screening with exceptions routed early.
Graduate / campus
Shared evaluation, batch interviews, clear next steps.
Regional
Local rules and approvers without losing the shared picture.
Business outcomes
What improves when coordination improves.
Shorter time between decisions
Less waiting for feedback, approvals and follow-up.
Better hiring-team participation
People see what they need, when they need it.
More consistent evaluation
Agreed criteria stay visible across screening, interviews and decisions.
Clearer accountability
Pending actions and decision points are easier to see.
Less operational load on TA
More coordination happens around the process instead of through manual chasing.
Bring us your hardest hiring workflow.
Show us where approvals stall, where hiring teams lose context or where TA spends too much time coordinating the process. We’ll show you how that workflow could work differently.