For in-house recruiters and talent teams
“Why this one?”
The answer comes attached.
Your hiring manager opens the same file you did — the requirement, the line from the resume that proves it, and the moment in the interview where it came up. The meeting stops being about the shortlist and goes back to being about the person.
$0.10/application · $7.00/completed interview. No card needed.
Northwind Logistics
Open roles · your brand, your page
- Apply
Senior ServiceNow Developer
Engineering · Hybrid, Austin
- Apply
Platform Support Analyst
IT Operations · Remote
- Apply
Data Engineer
Data · Hybrid, Austin
We host it, and Google can find it. Applicants land here, not in your inbox.
Where it starts: your own careers page, at tukadi.com/jobs/your-company.
The moment that matters
What your hiring manager opens.
Not a spreadsheet of names with your ranking beside them. Each requirement, the sentence from the resume that carries it, and the one nothing in the resume could settle — held, and waiting for a person.
Priya N.
Senior ServiceNow Developer · Platform Engineering
must-have
3+ years hands-on ServiceNow ITSM
“Led the ITSM rollout at Kestrel for four years — incident, problem and change.”
Resume, page 1 · their words, not our summary
must-have
Regulated-industry exposure
Nothing in the resume settles this one either way.
Needs reviewyou decide this one
Share it behind a sign-in. The hiring manager, the team lead and anyone else in the loop get real accounts of their own, free — there are no seats to buy for people who only review.
They read it before the meeting. Which means the forty minutes go on the decision, not on you narrating a shortlist.
Every requirement is quoted, not paraphrased. Met or not met, the line from the resume that says so, and how certain the AI is — for each must-have and nice-to-have you wrote.
Written in plain English. You describe what the role needs in sentences, not boolean strings, and anything new that arrives is read within about fifteen minutes.
Nothing leaves the loop. Links need a sign-in, expire when the role closes, and you can see who opened them.
A score nobody can check
is just an opinion with a number on it.
“I'd denormalise the junction object first — the report needed one row per quote line, not per opportunity.”
Transcript 07:42 · the recording opens at this moment
Every skill score points at the moment it came from. Your hiring manager can open the recording there and hear the answer for themselves — which is the only version of “strong on data modelling” worth putting in front of someone who was not in the room.
Your pipeline
A board, and a history of who moved what.
Move people through your stages, and the board remembers every move and the name behind it — so six weeks later, when someone asks why a candidate stopped where they stopped, the answer is on the record rather than in somebody’s memory.
Three roles: admin, member, viewer. Teams decide who sees which roles. Recruiters see the roles their team is on; admins see everything.
Everyone in the hire has an account. Interviewers, the hiring manager, the team lead — real accounts of their own, and free for anyone who only reviews.
Reminders that send themselves. Interview nudges and resume chases go out on their own, so a candidate never stalls waiting on your follow-up.
You always know the bill. Applications read and interviews completed are there in your account as they happen.
Three ways in
Applicants arrive somewhere you control.
We host your careers page under your own name at tukadi.com/jobs/your-company, and search engines index it — so a role you open is a page people can actually find, not a link buried on a job board.
- 01
Your own careers page
Public, and findable on Google, at tukadi.com/jobs/your-company. Every open role under your own name, each with an apply link you can paste anywhere.
- 02
Email invites
Pull someone you already know straight onto the role. If they go quiet, we chase them for a resume without you writing the email.
- 03
A folder of resumes, uploaded at once
The pile you already have for this role, read line by line against your requirements instead of skimmed at nine at night.
The part your employer brand rests on
People talk about how you treated them.
An in-house team lives with its reputation in a way an agency desk does not — the person you turn down this quarter is applying again next year, and telling their friends in the meantime. So a Tukadi interview gives something back whether or not it ends in an offer.
Their transcript is theirs. Theirs to read, keep and download.
Feedback, not a rejection wall. Answer-by-answer feedback once the interview is done, on what they actually said.
Skill proofs they keep. Backed by the interview they just did — theirs to carry, not locked in your system.
They can practise first. Free AI mock interviews, ten a month, private by default, feedback and transcript included.
An application belongs to the one role it was sent to, and never turns up anywhere else unless the candidate chooses that. They can also add themselves to a talent pool — letting recruiters search it is still to come, and is not live yet.
Where we stand
No one is ever rejected by the machine.
Ineligible is not a decision. Uncertain is not a decision. The application stops, gets marked Needs review, and waits for someone on your team. If a candidate switches away from the interview tab, you see a flag — it never counts against their score.
Application 4471-08 · AI screening
Held for a person
One must-have the resume does not settle either way.
- decided by
- someone on your team
- logged as
- a permanent record
- visible to
- you and the hiring manager
What we watch. And what we have not done yet.
The AI never sees who someone is.
The diversity questions candidates answer are there for your EEO reporting. They are never shown to the AI and never affect a score.
We watch for adverse impact.
We track how different groups fare at each stage against the four-fifths rule — the 80% benchmark regulators use.
Consent up front, and a permanent record.
Candidates agree to being recorded before the interview starts, and that agreement is kept with their application. So is every decision, and who made it.
Your applicants stay yours.
An application belongs to the one role at the one company it was sent to. It never turns up anywhere else unless the candidate chooses that.
Candidates can get their data, or have it deleted.
Both requests come straight from their own account, without landing on your desk.
Start where it matters
Start with the role that is stuck.
Take the opening your hiring manager keeps asking about, run it through Tukadi for two weeks, and walk into the next decision meeting with the evidence already read.
We set the trial up with you on a call. No card involved. Placing contractors with clients instead? The staffing agency version is here.