Features
An AI applicant tracking system, end to end.
AI resume screening, interview analysis, blind scorecards, pipeline and talent pool, a recruiter copilot, analytics, and a white-label careers site. Organized by what your team actually does in a day.
01 · Recruiting dashboard
Start every day knowing exactly where hiring stands.
Live KPIs, an application-volume trend, pipeline health, and the latest applications on one screen, with ghosting alerts so no shortlisted candidate goes cold.
- Real-time KPIs for active jobs, pending review, shortlisted, and hires
- Application volume trend with a hires overlay
- Pipeline health donut by stage
- Ghosting alerts for stale shortlisted candidates, one click into any application
02 · AI candidate evaluation
AI analysis with evidence for candidate review.
PaiSLEY parses the resume, compares it with the job, watches the video intro, reads the screening answers, and returns a 0 to 100 score your team can verify.
- Resume parsing for PDF and DOCX
- Job-specific fit score with requirement-by-requirement evidence
- Strengths, concerns, and discrepancies across resume, cover letter, and video
- AI clarification questions sent to the candidate automatically
- Works with OpenAI, Anthropic, or Gemini, configured per feature
Want to see this with one of your own job postings?
Book a demo03 · Interview intelligence
Record the interview, get the analysis, plus a synthesis across every round.
Interview synthesis combines each recorded round into one recommendation with confidence, contradictions, and what to probe next.
- Upload or record interviews with automatic transcription
- Per-interview insights: key points, communication, strengths, concerns, notable quotes
- Cross-interview synthesis with confidence and consistency checks
- Suggested questions for the next round
04 · Collaborative, bias-aware hiring
Independent scorecards, shared context.
Reviewers score blind, then compare: panel average, spread, and outliers become visible only after you submit your own scorecard.
- Blind scorecards revealed after submission, with panel average and spread
- Share links for hiring managers and clients, with optional video hiding and expiry
- Roles for admins, recruiters, and hiring managers with per-job assignment
- SSO (OIDC) and SCIM provisioning
05 · Pipeline & application management
From first click to offer, without losing anyone.
The Pipeline board gives a read-only view of every candidate by stage, while stage changes happen on the candidate record or through bulk actions.
- Pipeline board by stage with AI score, human score, and last activity
- Applications table with filters, sortable scores, unread badges, and CSV export
- Bulk reject or move, plus status-change emails from templates
- Invite links with tracking and recruiter resume upload on a candidate's behalf
06 · Analytics & reporting
Hiring metrics your leadership will actually read.
Twelve-week trends, funnel conversion per step, source attribution, and AI score versus outcome, all exportable.
- Overview KPIs with growth versus the prior 30 days
- Recruitment funnel from received to hired with step conversion
- Source and invite-link attribution
- AI score distribution compared with hire and reject outcomes
Want to see this with one of your own job postings?
Book a demo07 · Recruiter Copilot
Ask your pipeline a question.
Put a job or a candidate in context, then rank, compare, summarize, or draft outreach, grounded in your own data.
- Compare your top candidates for a role with reasons
- Explain why a candidate scored what they scored
- Draft follow-ups and interview invitations
- Provider agnostic, running on the model you configure
08 · Talent pool & re-engagement
Silver medalists never get lost again.
Add strong runners-up to the Talent pool on rejection, then let AI match them to new openings and draft the re-engagement note.
- One-click add to pool, with tags and saved searches
- AI job matching for past candidates, scored and summarized
- AI-drafted re-engagement emails tied to a specific role
- Full application history on every candidate record
09 · Messaging & inbox
One inbox for every candidate conversation.
Threaded, in-portal messaging with templates keeps candidate communication out of scattered email chains.
- Staff inbox with unread counts per conversation
- Two-way thread beside the candidate's resume and AI analysis
- Template picker with variables for common replies
10 · Branded careers site & white-label
Your brand, your domain, your careers site, built in an afternoon.
The Page builder assembles hero, stats, features, teams, and CTA sections, with version history and an AI page assistant.
- Page builder with version history and AI assistance
- Custom domains and full white-label branding settings
- Google for Jobs structured data and a standard XML job feed
- Public job board and structured job postings with an apply card
11 · Candidate experience
An application candidates actually finish.
Passwordless entry, six guided steps with saved drafts, and a portal where candidates track status and reply to your team.
- Passwordless email code or magic link, with a session that lasts a week
- Six-step flow: resume, cover letter, questions, video, AI questions, review
- Resume upload with instant parsing and an optional in-browser video intro
- Status tracking and messaging in the candidate portal
12 · Compliance & audit
Every decision, with a paper trail.
Workspace and per-application audit logs record submissions, AI scoring, views, status changes, messages, scorecards, and share-link events.
- Filters by action, actor, entity, and date, with CSV and JSON export
- Per-application audit trail with actor, metadata, and timestamps
- AI recommendations and human overrides both recorded
Full capability catalogue
Every capability in PaiSLEY, grouped by area.
01 · 8 capabilities
Job & posting management
Draft a posting from a short brief with AI, then tune the controls, access rules, and lifecycle states real hiring teams need.
AI-assisted job description authoring
paste a short role brief and PaiSLEY drafts the full posting, including responsibilities, requirements, nice-to-haves, and benefits, ready for you to edit.
Intuitive job setup
title, department, type, location, responsibilities, requirements, nice-to-haves, compensation, and benefits.
Customizable job categories with colour coding and sort order
Custom AI scoring instructions per job
weight specific skills, certifications, or experience higher.
Per-job screening questions
free text, multiple choice, or scale ratings.
Access control per job
assign roles to specific HR consultants so they only see their candidates.
Sharable invite links with campaign tracking, usage analytics, expiration dates, and max-use limits
Job lifecycle
Draft, Published, Closed, Archived.
02 · 10 capabilities
Candidate application experience
A guided, mobile-friendly application flow that captures richer signal than a resume alone, without making candidates jump through hoops.
Passwordless authentication
email OTP or magic-link sign-in for frictionless candidate access.
Resume parsing for PDF and DOCX (up to 10 MB) with automatic DOCX-to-PDF conversion
AI extraction of name, email, phone, LinkedIn, skills, experience, and education
Editable verification
candidates review and correct extracted data before proceeding.
Mandatory cover letter
gives the AI richer signal beyond the resume alone.
Dynamic AI clarification questions
2 to 4 targeted questions generated from real resume gaps.
Configurable screening questions per job
Video introduction studio
hardware verification, audio level monitoring, teleprompter, talking-point prompts, 3-second countdown, unlimited retakes, and preview before submission (1 to 5 minutes).
Multi-job support
candidates can apply to multiple positions simultaneously.
Application withdrawal with automatic data deletion or anonymization (GDPR-compliant)
03 · 9 capabilities
HR cockpit & decision tools
One screen for every candidate decision: video, parsed data, AI evidence, and one-click actions, built for daily review work.
Split-screen review
video player on the left, candidate data on the right.
1.5× video playback with seek controls
Resume summary, parsed data, AI scores, screening answers, and clarification Q&A in one panel
Resume-to-video discrepancy detection
AI cross-references claims.
Ghosting alerts for candidates idle more than 48 hours
AI-score sorting and status-based filtering
Decision actions
Shortlist, Invite to Interview, Reject, Mark Under Review, Re-queue AI, Re-analyze Resume.
Internal notes private to HR staff, with author and timestamp
Direct candidate messaging with template library and BCC support
04 · 10 capabilities
Pipeline, collaboration & talent pool
See every candidate across stages on the pipeline board, act in bulk, score them with structured human scorecards, and keep strong runners-up for the next opening.
Kanban pipeline board
a read-only view of every candidate across stages such as New, Screening, Interview, Offer, and Hired, so you can see the whole pipeline at a glance. Status changes are made from the candidate record or through bulk actions, and each one is written to the audit log.
Per-stage counts and board filters by job, owner, score band, or status so large pipelines stay readable
Bulk actions
select many candidates at once to advance, reject, message, tag, or re-queue AI in a single step.
CSV export of candidates, scores, stages, and screening answers for reporting, client shortlists, or your own BI tooling
Human scorecards
structured, per-competency ratings with weighting, comments, and a combined human score alongside the AI score.
Scorecard templates per job or department, so every interviewer evaluates against the same criteria
Interviewer collaboration
multiple reviewers submit independent scorecards, and PaiSLEY surfaces agreement and outliers.
Talent pool and silver medalists
keep strong runners-up in a searchable pool tagged by skill, role, and previous score.
Re-engage the pool on a new opening
filter past candidates, then invite matching profiles straight into the new job.
Consent-aware retention on pooled candidates, with the same withdrawal and deletion rules as active applications
05 · 8 capabilities
AI analysis & scoring
Evidence-backed scoring across resume, video, cover letter, and screening answers. Always advisory, never the final say.
Job-specific resume analysis
skills match %, red flags, fit score (0 to 100), overall fit assessment.
Cumulative application scoring across resume, video transcript, cover letter, and screening answers
Executive summary, strengths with evidence, concerns and risks
Proceed, Review, or Reject recommendation, always advisory
Video transcription via configurable provider (typically Whisper)
Background job queue with retry logic for reliable AI processing
Configurable AI model per feature
optimize for cost, speed, or accuracy by task.
Multi-LLM provider support
OpenAI, Google Gemini, Anthropic Claude, ElevenLabs.
06 · 7 capabilities
Recruiter copilot
Ask your pipeline questions in plain language: compare finalists, explain a score, or draft the follow-up you were about to write yourself.
Ask questions in plain language
"Compare my top 5 candidates for this role" returns a side-by-side breakdown of skills, experience, and score drivers.
Explain any score
"Why did this candidate score 62?" returns the specific evidence, gaps, and weighting behind the number.
Draft outreach in context
"Draft a follow-up asking about the employment gap" produces a ready-to-send message you can edit before it leaves the portal.
Shortlist reasoning on demand
ask the copilot to summarize a pipeline, rank remaining candidates, or surface who is being overlooked.
Interview preparation
generate role-specific and candidate-specific question sets from the resume, video, and screening answers.
Grounded answers only
the copilot cites the application data it used, so recruiters can verify every claim.
Copilot activity is captured in the audit log, including prompts that led to status changes or messages
07 · 6 capabilities
Analytics & reporting
Pipeline, funnel, and campaign metrics that show you where hiring is working, and where it's leaking, at a glance.
Pipeline overview
total applications, candidates by stage, and average scores at a glance.
Funnel performance metrics
see where candidates drop off.
Job-level metrics
per-role statistics to identify underperforming postings.
Application sources breakdown (admin upload, direct, invite campaign)
Invite campaign analytics
view count, use count, and conversion per link.
Recent activity feed
a real-time stream of application events.
08 · 7 capabilities
Integrations & job distribution
Webhooks and Zapier push events into the tools you already run, while structured data and an XML feed get your jobs in front of candidates.
Outbound webhooks
fire signed HTTP callbacks on events such as application received, status changed, AI scoring complete, candidate hired, or job published.
Zapier compatibility
point a Zap at the webhook to sync PaiSLEY with Slack, HRIS, payroll, spreadsheets, or thousands of other apps without custom code.
Configurable per-webhook event selection, secret signing, retry with backoff, and a delivery log you can inspect and replay
Google for Jobs compatibility
published postings emit valid JobPosting structured data so roles are eligible for Google's job results.
Standard XML job feed endpoint
a single always-current feed URL for Indeed, LinkedIn, aggregators, and partner job boards.
Public API with bearer-token authentication for pulling published jobs into your existing careers page
Branded careers portal with direct apply, so distribution and application capture stay in one system
09 · 8 capabilities
Security, privacy & administration
Role-based access, audit logs, GDPR-aligned data handling, and signed URLs. The controls security and HR teams expect.
Role-based access control
Applicant and HR Consultant roles with granular permissions.
Comprehensive audit logs
application views, status changes, job CRUD, user management, login/logout, API tokens, AI processing, invites.
Filter audit logs by date range, user, or event type
GDPR-aligned withdrawal
full data deletion or anonymization on candidate request.
All sensitive data exchanged inside the portal
email notifications carry secure links only.
Video and resume files served via short-lived presigned URLs (15-minute expiration)
Configurable session durations, OTP expiry, rate limiting, and inactivity timeouts
Public API with bearer-token authentication for careers-page integration
10 · 6 capabilities
Deployment & infrastructure
Dedicated, self-hostable environments with per-client isolation, encrypted key management, and per-feature provider choice.
Dedicated, branded environment per client
your data stays yours.
Self-hosted architecture with full Docker support, available for enterprise customers
Background worker process for AI jobs
Health-check endpoint for monitoring
Encrypted API-key management with connection testing and key rotation
SMTP, storage, and AI provider settings all configurable per environment
Common questions
- Which AI providers does PaiSLEY use?
- PaiSLEY is provider agnostic. You can run OpenAI, Anthropic, or Gemini models, and choose a different provider per feature (resume analysis, transcription, copilot) to balance cost, latency, and accuracy.
- Who owns the hiring data, and can we self-host?
- Your workspace data stays yours. Managed cloud hosting is the default, and enterprise customers can run PaiSLEY self-hosted with Docker in their own environment.
- Can we white-label the careers site?
- Yes. The page builder, branding settings, and custom domain support let you publish a careers site under your own brand, with Google for Jobs structured data and a standard XML job feed.
- How is candidate privacy handled?
- Candidates authenticate passwordlessly, uploads are served through short-lived signed URLs, every status change and AI recommendation is written to an audit log, and withdrawal anonymizes personal data in line with GDPR expectations.
- Is the AI making hiring decisions?
- No. AI scores and recommendations are advisory and always show their evidence. Humans record scorecards and make every decision, with overrides captured in the audit trail.
See it in your workflow.
We'll walk through PaiSLEY with one of your own job postings. No slideware.
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