An AI applicant tracking system, end to end.

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.

On eligible plans, attach the client's intake form (PDF, Word .docx, text, or Markdown, up to 8 MB) to the AI draft instead of, or as well as, a role brief. The draft also fills in the location, job type, work arrangement, experience level, and salary range when the brief or form gives them. The file is read for that draft and not stored

Intuitive job setup

title, department, type, location, responsibilities, requirements, nice-to-haves, compensation, and benefits.

Step-by-step job editor

details, description, pay and benefits, employer text, skills, screening questions, and a review, starting from an AI draft on eligible plans, plus a job board ad step you can copy from before the job is saved or published. A missing title or location, or an invalid postal code or salary range, takes you to the step that fixes it.

Classify jobs by industry, category, position, and experience level, and filter the jobs list by status, industry, and experience level. Admins edit the lists of industries, categories, and positions

Keep a job's salary for your team without showing it on the posting, in the job feed, or in Google for Jobs data

Admins can duplicate a job into a new draft with its sections, pay, and questions (and its assignees on eligible plans), but none of its applications

A ready-to-paste job board ad for LinkedIn, Indeed, or another site, ending with a link to the job on your careers site. Links for LinkedIn and Indeed are tagged, so on eligible plans those applications show their source in Analytics

Share a job on LinkedIn, X, or Facebook

PaiSLEY fills in a post from the job's details, you edit it, and you post it from your own account or page. Candidates can share a job from its page on your careers site too. The links are tagged, so on eligible plans applications from them show their source in Analytics.

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.

Pre-screening questions

Yes/No questions candidates answer before uploading a resume. A candidate whose answer doesn't qualify can still submit a resume, and the application stops there and is marked for your review. Nothing is rejected automatically.

Skills and qualifications per job, with suggestions from the job description on eligible plans, and an optional salary expectation question

Access control per job

on eligible plans, assign jobs to specific recruiters. Recruiters see the jobs assigned to them and any job with nobody assigned.

On eligible plans, admins can assign a job to several people. Every assignee works the job and can get its notification emails

Sharable invite links with campaign tracking, usage analytics, expiration dates, and max-use limits

Job lifecycle

Draft, Published, Closed, Archived.

An optional job lock that admins switch on for the workspace

once a job has a submitted application, its screening questions, skills, AI scoring instructions, title, pay, and location stay fixed, while the posting text, assignees (on eligible plans), and status can still change. Admins can duplicate a locked job into a draft to change the rest.

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.

Optional cover letter

gives the AI more to go on than the resume alone.

AI follow-up questions generated from real resume gaps

three by default, and you can set 1 to 10 for the workspace or for each job.

Configurable screening questions per job

An Experience step for jobs that list skills or qualifications

candidates give their years and level for each skill and answer each qualification, pre-filled from their resume where it covers them, for the candidate to check.

A What you sent page in the candidate portal listing what the candidate submitted, downloadable as a PDF with their resume attached when it is a PDF

Careers site job search by keyword across the job's title, location, classification, and description sections, and by distance from a Canadian postal code or US ZIP code

Shared job links show the job title, the start of the description, and your logo (once you've uploaded one) in link previews

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 by default; admins can allow up to 10).

Each job makes the video introduction and the AI follow-up questions off, optional, or required (video introductions on eligible plans)

Multi-job support

candidates can apply to multiple positions simultaneously.

Candidates can withdraw an application while it's in progress, which removes their resume and video introduction and cancels any AI processing still waiting to run. They can then delete it

Side-by-side review

video, resume, and AI analysis in panels you can drag between columns (a third column on wide screens and a fourth on very wide ones) and collapse, with a resizable divider on larger screens. On wide screens, drag either edge of the page to make it narrower. Save the arrangement, page width included, as your own default layout.

Reorder and collapse the sections in the AI summary, recommendations, and answers tabs, and in the interviews tab on plans with interview recording. A saved layout also remembers which tab to open

On an application, the resume, contact details, and cover letter each have their own panel, and so do the skills and resume summary when the application has them. Drag one panel onto another to show the two as tabs, or drag a tab out into a panel of its own, and your saved layout keeps the groups

1.5× video playback with seek controls. A playing video introduction moves to a corner player while you scroll, so you can keep watching as you read

Resume summary, parsed data, AI scores, screening answers, and clarification Q&A on one page

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

Choose the applications list's columns, such as phone, location, current role, LinkedIn, job location, experience, required skills, red flags, source, pre-screen result, interview, expected salary, and submitted and hired dates. Drag them into order, resize them, and pick Comfortable or Compact rows. Each person can set the sort the list opens with and save filters and sort as named views

New counts per job and New badges on applications you haven't opened, plus Previous and Next buttons to step through applicants without going back to the list

Skills answers on the Answers tab, marked where they differ from what the AI read in the resume

When a candidate is hired, a Hired badge with the date shows on the Candidates list, the candidate's page, their other applications, and talent pool matches. Each application also lists the candidate's other applications you can see, with their status

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

Each morning at 7 AM ET, admins and the people assigned to each job get a digest email of up to 25 new applications on their jobs, highest AI Score first. Its Shortlist and Reject buttons open a PaiSLEY page to confirm before anything changes. Each person can also get an email as each application arrives, or turn these emails off

Kanban pipeline board (on eligible plans)

every candidate by stage, from Under Review and Shortlisted through Interview Invited, Interview Scheduled, Hired, and Rejected. Drag a card to change its status. Board moves never email the candidate, moves to Rejected or Interview Invited ask you to confirm first, and each change 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 on the applications list

select candidates across pages, or every application matching your filters, then reject them or move them to a new status, up to 1,000 at a time, or share up to 100 from one job with a client.

CSV export of candidates, scores, and stages 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.

Re-engagement invites start from a standard message you can send as it is or edit, a message template, or an AI draft

Client shortlists

tick candidates from one job and send the client a single link, with no account needed. The client opens each candidate's resume, answers, and video, plus the AI score and summary unless you switch them off, picks Worth an interview, Maybe, or Not a fit, and adds a note. The note is saved on the application and emailed to whoever shared the shortlist and the job's assignees, depending on their notification settings. Internal notes, scorecards, messages, and salary expectations aren't included, and links expire within 30 days.

Shared links page for admins

every working candidate share link and client shortlist in one list, with the job, who created it, which optional parts it shares (such as the video), views, and expiry. Switch a link off and it stops working straight away; switch it back on and it works until its original expiry.

Consent-aware retention on pooled candidates, with the same withdrawal and deletion rules as active applications

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

A model assigned to each AI task (for example resume analysis, transcription, Ask PaiSLEY, and drafting) to balance cost, speed, and accuracy. On managed cloud plans PaiSLEY manages the models and API keys; self-hosted deployments add their own provider keys and choose the provider and model for each task

Multi-LLM provider support

OpenAI, Google Gemini, Anthropic Claude, OpenRouter, ElevenLabs.

On eligible plans, 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 evidence, strengths and gaps behind the number.

Draft outreach in context

"Draft a follow-up asking about the employment gap" produces a draft you can copy into a message, edit and send.

Shortlist reasoning on demand

ask PaiSLEY to compare a job's five highest-scoring candidates and suggest who to interview first.

Candidates' own answers

Ask PaiSLEY uses what each candidate answered (screening questions, skills and qualifications, follow-up questions and questions from the hiring team) as well as their scores and analysis. Ask about a job and it works from the job's five highest-scoring candidates.

Interview preparation

generate role-specific and candidate-specific question sets from the resume analysis and the candidate's answers.

Grounded answers

PaiSLEY works from your job and candidate data, and it's instructed to say what's missing instead of inventing facts.

Pipeline overview

total applications, candidates by stage, and average scores at a glance.

Funnel performance metrics

see where candidates drop off (on eligible plans).

On eligible plans, an Application flow tab follows candidates through the application form

how many reach each step, move on or leave it, the median time on each step, and each job from started to submitted.

On eligible plans, an Insights tab on each application compares how that candidate applied with the job’s other candidates

time to apply and active time on the form beside the job’s medians (once five candidates are behind them), each step they reached, and where their AI and human scores rank among the job’s scored applications. Staff only, never on share links.

Job-level metrics

per-role statistics to identify underperforming postings.

Application sources breakdown (on eligible plans)

direct, invite links, staff uploads, the job feed, LinkedIn, Indeed, X and Facebook (from job board ads and social posts), and candidate shares.

Invite campaign analytics

view count, use count, and conversion per link.

Recent activity feed

a real-time stream of application events.

On eligible plans, outbound webhooks fire signed HTTP callbacks on events such as application received, status changed, AI scoring complete, candidate hired, or job published

On eligible plans, point a Zap at the webhook to send PaiSLEY hiring events to Slack, HRIS, payroll, spreadsheets, or thousands of other apps without custom code

Slack and Microsoft Teams channel messages on eligible plans

set a webhook to send as a Slack or Teams message, using a Slack app's incoming webhook or a Teams workflow, and the events you pick post to the channel, such as who applied or moved to a new status for which job, the AI score where there is one, and interview times in each reader's time zone, with a link to the application or job. Candidate email addresses are left out, and no Zapier account is needed.

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 and other job boards that accept an XML feed.

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

Role-based access control

Admin and Recruiter staff roles (Recruiter accounts and per-job assignment on eligible plans), plus applicant accounts.

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

Candidate withdrawal removes the resume and video introduction, and the candidate can then delete the application

Staff notification emails name the candidate and the job and link into PaiSLEY; message and client-feedback emails also quote the start of the message or note. PaiSLEY doesn't put resumes, answers or scores in emails, and the daily digest's buttons ask you to confirm on a PaiSLEY page

Resume links expire after 15 minutes and video links after an hour. Share links last up to 30 days and can be switched off sooner

Configurable session durations, OTP expiry, rate limiting, and inactivity timeouts

Public API with bearer-token authentication for careers-page integration

Guided workspace setup

on managed cloud plans, workspace admins get a setup wizard for your company introduction, logo and colours with a live preview, privacy contact and legal pages, and their interview scheduling link. Each step saves on its own and can be skipped or finished later.

A privacy policy and terms of service template for Canadian employers

admins answer questions such as who the privacy officer is, the province or territory, and how long the organization keeps applications, and PaiSLEY fills in both pages to preview and publish, from Legal Pages or, on managed cloud, the setup wizard. It's a starting point, not legal advice.

In-app user manual

browse or search the full manual inside your workspace. The help button and Ctrl + / open help that suggests articles for the screen you are on, where the manual covers it.

Support chat inside PaiSLEY on managed cloud plans

an AI assistant answers from the user manual first and hands the conversation to our team when you need a person.

Self-serve plan changes from Billing

before you confirm an upgrade, PaiSLEY shows the prorated charge, any resume overage so far, and tax, and the new plan starts once the payment goes through. Downgrades take effect at the end of the billing period.

Pay as you go on managed cloud

no monthly fee. You buy credits, and each resume costs a base price plus the add-on bundles you pick at signup, which admins can change later in Billing. Other AI use is charged as you use it. Current prices and bundles are on the pricing page.

On managed cloud, new customers can start a monthly plan with a free trial, with a card on file. A banner and the Free trial card on Billing show the days and resumes left. Admins can cancel from Billing before it ends without being charged, or start the subscription early. Current plans and terms are on the pricing page

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