Invite only, and in use
Hiring, people and learning that actually connect
One record, from applicant to trained employee. Kaziyo is built for Indian companies of twenty to five hundred people, where the same person does all three jobs.
How one hire moves through Kaziyo
Recruiter
Eight applicants, ranked before you open one
Every application is scored against the criteria in your own job description, with the reasoning attached. The pipeline is a list of people, not a list of tasks.
Hiring manager
The interview, and what came of it
A panel books itself around real calendars, and feedback goes in against the criteria that were agreed before anybody met the candidate.
Round 2, technical, 45 minutes
Strong on the ledger design. Would hire.
HR lead
Accepted on Friday, onboarding by Monday
The offer becomes an employee, the employee gets a checklist, and the checklist assigns the reading. Nobody has to remember any of it.
Three modules, one employee record
Not three products with an integration between them. The candidate you hire is the employee you onboard is the person who signs the policy.
Hire
Post a role, take applications on your own careers page, score and shortlist, run interviews, send offers. The whole pipeline, with the reasoning behind every score visible.
- Careers page on your own domain
- Panel interviews and feedback
- Offers with expiry and acceptance tracking
People
Your directory, your departments and who reports to whom. An accepted offer becomes an employee record with a start date, not a row somebody retypes into a spreadsheet.
- Directory with real reporting lines
- Departments, heads and open roles
- Onboarding checklists per joiner
Learn
The policies people have to read and confirm. Every acknowledgement records who signed which version of what, against the hash of the exact file they were shown.
- Versioned policies
- Acknowledgement with an audit trail
- Completion you can export
Built for Indian SMEs, not translated for them
Most HR software here is an American product with a rupee sign added. These are the differences that actually matter at forty people.
Your careers page, your domain
careers.yourcompany.com, your logo and your colours, indexed under your own name rather than ours.
Rupees, in lakhs and crores
Salary shown as 32,00,000 and not 3,200,000. Stored as integer paise with an explicit currency and period, so nothing is ever off by a factor of eight.
The questions actually asked
Notice period in days, current and expected CTC with the period stated. First-class fields, not a custom-fields bag somebody has to configure.
No configuration marathon
Pipeline stages, policy categories and an onboarding checklist are there on day one. Change them if you want to. Most people do not.
AI where it saves an hour, not where it makes a demo
Every score comes with the reasoning behind it, so you can disagree with it. 3 of these 12 work today and the rest are marked as being built. We would rather tell you which is which.
Scoring with explainable criteria
Every applicant is scored against the criteria in your own job description, and the score comes with the reasoning for each one. You can disagree with it, because you can see it.
Duplicate detection
The same person applying twice under two email addresses is flagged on the board, so you are not interviewing somebody you already rejected.
Candidate summaries
A three line read of a CV against the specific job, cached against the CV, the description and the model, so it is regenerated only when one of them changes.
Job description drafting
In buildDescribe the role in a sentence and get a full description back, in the register Indian candidates actually respond to rather than translated American boilerplate.
Interview questions per candidate
In buildQuestions written for the person in front of you, drawn from the gaps between their CV and the role, so the panel is not asking everybody the same five things.
Panel feedback synthesis
In buildFour interviewers, four sets of notes, one summary of where they agree and where they do not. Disagreement is the useful part, so it is surfaced rather than averaged away.
Rejection drafting
In buildA specific, decent rejection that references the actual conversation, in the time it takes to send a template. Most candidates never hear back at all.
Offer acceptance prediction
In buildHow likely an offer is to be accepted, from notice period, competing timelines and how the candidate has engaged with the offer itself.
Onboarding checklist suggestions
In buildA checklist shaped to the role and the department rather than one generic list, built from what your own past joiners actually needed.
Policy drafting
In buildA first draft of a policy your business is required to have, written against Indian requirements, ready for your lawyer rather than instead of one.
Version change summaries
In buildWhat actually changed between version four and version five, in plain words, so the person acknowledging it knows what they are agreeing to.
Cross module search
In buildAsk a question across hiring, people and learning at once. Who is overdue on POSH, who is mid onboarding, which roles have been open longest.
Ask for an invite
There is no signup button, on purpose. We are onboarding companies one at a time so we can sit with each of them, and a person reads every one of these.