Recruitment

One profile.Everyone measuredagainst it.

Write the ad, and Karma extracts the skills it requires. Candidates are then ranked against the same weighted profile you use for internal moves — so an external hire and a promotion are judged on the same scale.

Who should we interview for Sales Manager?
Two stand out on the weighted profile: William Thompson at 91 % and Else Juul Abildskov at 78 %.
Draft · invite both to a first interview
Nothing is sent until you approveApprove
Book a demoSee a match taken apart

Example data. Karma reads only what your role may see, and drafts; a person approves.

Job match

A match score you can take apart.

The match is not a black box. It is the weighted profile scored axis by axis — requirements, skills, experience, motivation, culture fit — so you can see which requirement a strong candidate is actually short on.

Candidates for Sales Manager with the job match breakdown open on hover beside William Thompson’s 91 %: requirements, skills, experience, motivation and culture fit1
  1. KarmaEach criterion scored and explained, weighted by importance.
  2. 191 % job match. The shortlist starts from facts.
  3. KarmaAI-generated, and it says so. People decide.

Offer and contract

From match to signed contract.

The offer is created from a template on the candidate, sent, and signed on the phone — and the contract step in pre-boarding ticks itself off.

  1. Job match
  2. Offer sent
  3. Signed on the phone
Candidate Gert Abildskov on the Job match tab: a 42 % match with the reasons written out, the radar across requirements, skills, experience, motivation and culture fit, and 8 of 29 required skills
The offer’s employment contract as a PDF, created from a template: parties, start date and position, workplace and working hours
Komma mobile app, signing the employment contract: a handwritten signature on the signature line and a Confirm signature button.
Komma mobile app, contract signed: a green check with confetti, "Signed" and "PDF saved · Employment contract".

Jobs

From requisition to published ad.

A job starts as a requisition against a profile that already exists in Organisation, so its skills and weights are inherited rather than retyped.

  • Requisitions tied to an approved job profile and pay band
  • Skills extracted from the ad text and weighted automatically
  • Publishing to your career site, LinkedIn, Indeed and job boards
  • Talent pools and job agents for candidates who fit a later role
Requisitions: Sales team for Germany awaiting approval, People & Culture Assistant approved, Senior Full-Stack Developer rejected123
  1. 1Sales team for Germany waits for approval, created 13 days ago.
  2. 2Approved, and the job it became sits on the same row.
  3. 3A rejected requisition stays on the list, clearly marked.

A job, tab by tab

From the first applicant to the last channel.

Real screens from one job, Sales Manager #38. The numbered notes are what you see at a glance; the green ones are what Karma scored.

Recruitment

Every job at a glance, what is stuck first.

Overview
Recruitment overview: 5 open jobs, 362 candidates in the pipeline, candidates per job, and interviews and tasks123
  1. 1Open jobs, candidates in the pipeline and time to hire, each with its trend.
  2. 2Which jobs draw applicants: Marketing Assistant 120, Customer Relations Specialist none.
  3. 3Overdue tasks and rejected invitations surface on their own.

Sales Manager #38

The pipeline stage by stage, job match on every row.

Candidates
Candidates for Sales Manager with the stages sourced, applied, screening, interview, offer and hired, and job match, skills and tasks per candidate12
  1. 1Every stage with its count: 8 sourced, 32 applied, 17 in screening.
  2. KarmaJob match per candidate. William Thompson leads at 91 %.
  3. 2Overdue tasks per candidate, so nobody waits in silence.

Sales Manager #38

Where candidates come from, and how fast they hear back.

Insights
Insights for Sales Manager: new candidates per day, top sources from Jobnet to Monster, and processed and contacted candidates123
  1. 1New candidates per day, across every source.
  2. 2Where they came from: Jobnet 81, Acme Careers 50, LinkedIn 34.
  3. 3206 of 278 processed. Eight days on average to a rejection.

Sales Manager #38

Career site, intranet and job boards from one page.

Promote
Promote a job: your own career sites, intranet, Jobindex, Komma Social, LinkedIn, Facebook, Google and Indeed, with a cart1234
  1. 1Your own career sites are free, one click to promote.
  2. 2The intranet shows the job to your own people.
  3. 3Collect channels in a cart and publish in one go.
  4. 4Paid boards show their price range before you add them.

Sourcing

Look inside before you look outside.

The same weighted profile ranks your own people, talent pools and earlier applicants — so an external hire and a promotion are judged on the same scale.

  • Internal and external matches, counted skill by skill
  • Talent pools keep candidates for a later role, with consent and an expiry date
  • Team access per job, so hiring managers see their own pipeline
  • Rejected candidates deleted or anonymised automatically
Sourcing for Sales Manager: 14 internal matches, 8 external matches and LinkedIn boolean search strings12
  1. Karma14 of your own employees already match the profile.
  2. 1Amanda Clarke has 13 of the 14 skills the job asks for.
  3. Karma8 external matches from talent pools and earlier applicants.
  4. 2Boolean search strings, ready to paste into LinkedIn Recruiter or Sales Navigator.

Assessments

Test a candidate without buying a test.

The six assessment frameworks in Feedback are not a separate product bolted on the side — Recruitment can run them on applicants. Send DISC, Big Five or Drivers to a shortlist straight from the pipeline stage, and the result comes back on the candidate record next to the job match.

Most recruitment systems send you to a test vendor who charges per candidate. Here it is already in the licence, however many you send.

  • All six frameworks: DISC, Big Five, Enneagram, 16 types, Strengths and Drivers
  • Sent from the pipeline stage, with no test portal for the candidate to sign up to
  • Results on the candidate record, next to the weighted job match
  • No per-candidate fee and no assessment vendor to contract with
  • Hire the person and the profile is already on the employee record

Career site

Build the career site yourself, on the same data.

The career site is a page builder inside Komma, not a second CMS somebody has to keep in step. The Jobs section reads the live pipeline — publish a requisition and it is on the site, with no one copying a description across.

  • Eighteen section types — banner, jobs, team, job agent, FAQ, process, contact form and more
  • The Jobs section reads the pipeline, so a published requisition appears by itself
  • Your own domain or a subdomain, with SEO tags, favicon and sharing image
  • System pages for job details, the application and the thank-you, styled with the rest
  • Duplicate a page and translate it, with EU cookie consent handled

What is in it

Recruitment, in full.

JobsRequisitions, ads and approvals against a profile that already exists.
Skill extractionKarma reads the ad and proposes the skills the role needs and how much each one counts.
Job matchA score built from the weighted profile, broken down per axis.
Talent poolsCandidates kept for a later role, with consent and an expiry date.
Career siteYour own site from the editor, published with your branding.
ScorecardsStructured interviews, so two interviewers rate the same things.

See it on your own data.

A 30-minute walkthrough with someone who knows the module — and your org structure, not a demo tenant.

Book a demoSee pricing