Kuzhu’s applicant tracking runs the funnel — openings, sourcing, screening, interview rounds with structured feedback, and offers made from your own letter templates. When the candidate accepts, one action converts them into an employee record with everything already filled.
Why it exists
An applicant tracking system earns its place when hiring stops being an inbox. In Kuzhu, recruitment starts with a requisition — which role, which team, how many, why — approved before a rupee of sourcing is spent. Openings publish with their descriptions; candidates land in one pipeline with their resumes, sources and stage; and every interview, feedback note and decision attaches to the candidate rather than to somebody’s email thread.
The pipeline is the working surface: applied, screening, interview, offer, hired — drag candidates forward, record structured feedback per round, and see at a glance where a role is stuck. Interviews schedule against panellists with the feedback form attached, so "what did we think of her" has a written answer by the time the debrief starts.
Offers close the loop into the rest of the platform: generated from templates with the actual salary structure, approved internally, sent, and — on acceptance — turned into a joining. The candidate becomes an employee without re-entering a single field, onboarding tasks fire, and time-to-hire is measured from the application’s own timestamps rather than estimated in retrospect.
The outcome
“From "we need someone" to their first payslip without re-typing a name.”
Feature by feature
Start
01
Job requisitions with approvals before a role is opened
02
Candidate pipeline by stage, with notes and documents in one place
03
Interview scheduling and scorecards, so feedback is comparable
Outcome
How it works
Most teams have this live inside the first month — the workspace exists on day one, and week three is a parallel run against whatever you use today.
Role, team, count and justification, approved through your chain before sourcing begins.
Applications with resumes and sources land in the pipeline — no more inbox archaeology.
Screening to interviews to offer, with structured feedback per round attached to the candidate.
Offer letters generate from templates with the real salary structure, route for internal approval, and go out for acceptance.
Acceptance creates the joining: profile carried over, onboarding checklist fired, day one already scheduled.
Worth a closer look
Buyer questions
2 answers
The answer
Every interview round carries a feedback form — ratings and notes captured per panellist before the debrief. Decisions get made on what was written, hiring-committee style, and six months later the record of why a candidate was selected or declined still exists. This is also the substrate for the funnel numbers: pass rates by stage and by source, which tells you where the pipeline actually leaks.
The answer
The offer is generated from the same component structure payroll will pay, so what the candidate accepts is what the system pays — the classic mismatch between offer PDF and first payslip cannot occur. Acceptance converts candidate to employee, carrying documents already collected, and background verification tracks alongside onboarding rather than as a separate spreadsheet.
Questions
Something else on your mind? +91 82093 73274 — a person answers, mon–sat, 10am–7pm ist.
Terms used here
Applicant tracking systemATS
An applicant tracking system manages job openings, applications, interview stages and offers in one pipeline, so hiring is visible and measurable.
Requisition
A requisition is the approved request to hire for a position, stating the role, grade, budget and reason, before a job is published.
Onboarding
Onboarding is the process from offer acceptance to a productive first month: documents, statutory registrations, assets, access and introductions.
Background verificationBGV
Background verification checks a candidate's identity, education, previous employment, address and criminal record before or shortly after joining.
Yes — requisitions route through your approval chain first, so every open role has an authorised headcount behind it.
Direct addition, referred entries and imported lists, each tagged by source so the funnel report shows which sources convert.
Scheduled against panellists with feedback forms per round; feedback is written before debriefs and stays on the candidate record.
Yes — offer templates with merge fields, including the actual salary structure, routed for internal approval before sending.
One action converts the candidate to an employee — profile, documents and structure carried over, onboarding checklist started.
Works best beside
Other growth modules that share the same employee record, so information moves with the person instead of between spreadsheets.
No polished slides. No imaginary employee data. Walk us through how your HR actually works today and see where Kuzhu can take the work off your team.
30 minutes · Your numbers · Your questions
What happens in the demo
Attendance, payroll, approvals — whatever is creating the most work.
You see exactly how the workflows connect instead of hearing a feature list.
If Kuzhu is not the right answer, we will tell you.
Ready when you are.
Kuzhu HRMS
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