AI recruiting and applicant tracking software
Every candidate arrives with their skills measured against what the role asks for. The interview stops being where you find out.
With Escal8's ATS you post the opening calibrated by skills, every candidate gets a match score against the role with their strengths and flags, and you move them through the stages you defined for that opening until you hire them and send them to onboarding.
Companies already making decisions with Escal8
What it solves
What your recruiting team gets from the Escal8 ATS
Fewer interviews for the same hire.
The only people who reach your team's calendar are the ones who already cleared the first screen.
Less time reading resumes.
Candidates arrive ranked by fit to the role, not by who applied first.
Interviews that confirm instead of explore.
You go in knowing what to check on each person and come out with it settled.
A process that looks like the role.
The sales rep goes through a case study; the finance manager, through an interview with leadership.
You know where your best people come from.
How many candidates come from LinkedIn, referrals, or your own site.
How it works
How Escal8's recruiting software works
- 1
You build the opening around skills.
A five-step wizard takes you from the role description to the skills it asks for and the level of each one, connected to the ESCO occupation classification.
- 2
You share it where your people are.
Every opening gets its own short link and QR code.
- 3
Kova screens the candidates.
It asks the first questions, the screening call your team makes today, and tells you who clears the basics.
- 4
Every candidate arrives already read.
Match score, an AI profile analysis, and green and red flags.
- 5
You move them through your stages.
You drag each candidate through the process you defined for that opening, all the way to Hired.
- 6
You send them to onboarding.
From their profile, in one click, they enter the first stage of their onboarding.
Build the opening around skills, not a loose description
A five-step wizard takes you from the role description to the skills it asks for and the level of each one, connected to the ESCO occupation classification.
- What anyone sees at a glance. Area, city, priority, remote work mode, key skills, number of applications, and salary range.
- Edit, duplicate, or close. Without leaving the list. Duplicating helps when you open the same role in another city or another season.
Post the opening and share it with a link or a QR code
You write the opening once and take it wherever your people are.
- Short link and QR code. For LinkedIn, for your social accounts, or for a notice board on the floor. Every opening has its own.
- Confidential openings. You post without showing your company's name when the search cannot be announced yet.
Kova runs the screening interview, on the web or over WhatsApp
The candidate picks where to answer. Your team steps in afterward, already knowing who is worth a call.
- The candidate picks the channel. They start in the browser or from WhatsApp, with nothing to install and no second password.
- The same first questions, without the calendar. Kova asks about experience and goals, which is the screening call your team makes today.
Skills-based recruiting with a match score
The match score is how well each candidate fits the role, calculated against the skills and levels you calibrated when you created the opening.
- Split in three. Skills, motivation, and cultural fit, each with its own percentage.
- Strengths and flags. For example, "strong budget planning" next to "limited experience leading teams directly."
A different hiring process for every opening
Every opening has its own board. New, Hired, and Rejected come by default, and in between you create the stages that role needs.
- For a senior sales rep. Screening call, interview with the sales manager, commercial case study, and offer.
- The stages are yours. You create, edit, delete, and reorder them by dragging.
The candidate's full profile before the interview
You walk into the interview knowing what to confirm, instead of improvising with the resume in front of you.
- AI profile analysis. Professional summary, experience, languages, technical skills, salary expectation, and availability.
- Skill Blueprint. Each skill's gap against the role's target, as a radar and a heat map. It downloads as a PDF for the committee.
- Notes with history. What each person on the team thinks stays in the profile, not in an email thread.
Internal mobility: fill the opening with talent you already have
For every opening, the ATS looks for candidates inside your company and ranks them by match score. No other recruiting tool looks inward first.
- You set the bar. You decide how high the match has to be for someone on your team to show up on the list.
- Before going to market. The cross runs on the skills map you already have, not on what someone remembers about that person.
What hiring costs you and where your people come from
The numbers the board asks for, the ones somebody puts together by hand the day before.
- Placement rate and time to hire. Both against last month, so you can tell whether you are improving or just getting used to it.
- Candidate sources. How many come from LinkedIn, job boards, or internal referrals, and which departments get the most applications.
The hiring manager weighs in inside the process
Instead of forwarding three resumes by email and waiting for someone to answer on Monday.
- You invite them to what that person needs to see. To one opening, several, or all of them. And if you prefer temporary access, invitations expire after seven days.
- What each person thinks stays written down. On the candidate's profile, not in an email thread nobody can find come March.
Frequently asked questions