Loading…
NewHire smarter, from first application to first day.
Grasshire runs your entire hiring lifecycle — job creation, AI résumé screening, interviews, offers and onboarding — in one workspace your whole team can work in.
12
pipeline stages
2
portals in step
4
scoped roles
1
audit trail
Built by QevolveX · Your careers site included · Resume AI screening built in
Grasshire · Dashboard
24+12%ACTIVE JOBS
342+24%APPLICATIONS
58+6%INTERVIEWS
17+15%OFFERS OUT
Open postingsView board →
DevOps Engineer
Engineering · 14 applications · 6 shortlisted
Platform Engineer
Engineering · 11 applications · 4 shortlisted
Senior Software Engineer
Unassigned · 0 applications · 0 shortlisted
Pipeline · Senior Software Engineer
AppliedTechnical InterviewJoined
The problem
Hiring on spreadsheets isn't slow. It's broken.
Three failures, and each one costs you a specific thing you can name.
The four people who fit are underneath 243 who do not.
You read every application to find them, or you skim and miss one. There is no third option in a spreadsheet.
Costs you: the shortlist you owe your hiring manager on Monday.
Spreadsheet, inbox, calendar, memory.
A candidate's state lives in four places and agrees in none of them. The real answer is in somebody's sent items.
Costs you: the second interview nobody booked because each of you thought the other had.
The strongest candidates are gone in days.
Every day between an application landing and the first conversation is a day someone faster is having that conversation instead.
Costs you: the one you would have hired, to a company that answered on Tuesday.
Why Grasshire
Everything a hire touches, in one product.
Not a suite of tools that integrate. One record, from the job advert to the first day.
01 · Read before you are
The shortlist is waiting when you open the tab.
Every application is parsed, scored against that job's own requirements and explained in writing the moment it lands — so the four who fit are at the top instead of somewhere in the 247.
02 · One workspace
There is no second place to look.
The job, the poster you shared it with, the applications, the notes, the interviews, the scorecards, the offer and the first day are one record. Nothing lives in a sheet, an inbox or somebody's memory.
03 · Answer on Tuesday
The days between the steps are where the hire is lost.
Screening happens at intake, interview slots go out in a link the candidate books themselves, and the offer is drafted, approved and released without leaving the product.
The loop
Twelve stages. One workspace.
Every application walks the same path, and every move is dated and attributed. There is a rejection exit at every step.
01Applied
02Screening
03AI
04Review
05Shortlist
06HR
07Technical
08Manager
09Discussion
10Offer
11Accepted
12Joined
Cleared In progress Not reached yet
One job's board, caught mid-hire.
1
Apply & screen
Applied · Resume Screening · AI Review
Knockout rules you set when you created the job run at intake. Every résumé is parsed, scored and summarised before a recruiter opens one.
Who does it: Nobody
2
Review & shortlist
Recruiter Review · Shortlisted
Works down a ranked list with the reasoning attached, not an inbox. Bulk-move, tag or reject the ones that are already decided.
Who does it: Recruiter
3
Interview
HR · Technical · Manager · HR Discussion
Panel scheduling or a self-book link the candidate picks from. Every interviewer answers the same structured scorecard, and sees only their own round.
Who does it: Recruiter schedules, interviewers score
4
Offer & join
Offer Released · Offer Accepted · Joined
The letter is generated from your template, approved, then released. The candidate accepts and signs it in their own portal, and the stage moves itself.
Who does it: HR Admin approves, recruiter releases
Built around AI
Every résumé read before you open one.
The same Resume AI screening engine, wired into intake — so the ranked shortlist exists before a recruiter opens the tab.
Ranked, with the reasoning
A fit score against this role, and the sentence explaining it. The score without the sentence is the thing nobody trusts.
92 — eight years on JVM services, four leading a platform team. No Kubernetes ownership, which the role asks for.
Strengths, gaps and what is missing
Not a keyword count. Which of the role's requirements this person meets, which they do not, and what the résumé never mentions.
Missing: Kubernetes ownership, formal on-call leadership.
Interview questions from the job
Drafted against this role and this candidate's gaps, ready to paste into a scorecard round.
“Walk me through a service you took from design to on-call ownership.”
A ten-page CV in three lines
Parsed role and seniority, years of experience, and contact details read out of the document itself rather than retyped from the form.
Apply form & screening
Filter the unqualified out before they reach your shortlist
- Name and email are always collected. Everything else is yours to switch on or off, per job.
- Custom questions in the type the answer actually is — number, date, dropdown, file, yes/no.
- Rules that auto-reject or flag at intake, so a shortlist is never 300 people long.
- Applicants see the form. They never see the thresholds behind it.
Screening rules · DevOps Engineer
Minimum 4 years experienceAuto-reject
Work authorisation in IndiaAuto-reject
Notice period over 90 daysFlag for review
Kubernetes named in résuméFlag as strong
The product
Sixteen things you would otherwise buy separately.
All of it in one workspace, on one record, with one audit trail behind it.
Job posters
Fourteen “we're hiring” poster designs, filled in from the job itself and ready to download.
Share to any channel
LinkedIn, WhatsApp, Teams, email or an embed — each straight from the job, in one click.
Source attribution
Every channel gets its own link, so you learn which one actually produced the applicants.
Your careers site
A branded, search-indexed job board with a public page per role. Hosted, not built.
Apply forms you define
Pick the fields and write the questions per job. Candidates only ever see that form.
Screening rules
Knockout and flag rules you set when you create the job, applied the moment one lands.
AI résumé review
A score, the requirements met and missed, and questions worth asking — all in writing.
Applicant board
Twelve stages, drag to move, and a dated history row behind every move anyone made.
Talent Directory
Candidates who asked to be found by employers. Nobody was added — there is no button.
Interviews & self-scheduling
Send slots, let the candidate book one, and the invite and join link go out on their own.
Structured scorecards
The same criteria for every candidate in a round, so two interviewers' fours mean the same.
Offers end to end
Draft, approve, release and track the accept or decline, with the letter made in-product.
Onboarding to day one
Documents, tasks and a checklist the new joiner can see from the day they accept.
Pipeline analytics
Time in stage, source and drop-off — which roles are moving, and which are stuck.
Roles & permissions
A hiring manager sees their hire, an interviewer sees their round, nobody sees all of it.
Security & data rules
Isolated per organisation, and candidate data erased under the candidate's own law.
Talent Directory
A database nobody was added to.
Candidates who asked to be found by employers — and only the parts of themselves they chose to show.
They opt in. There is no other way in.
A candidate appears here only after granting that consent explicitly, in their own portal. There is no default-visible state, no import, and no button on our side that adds a person.
They choose what you see.
Fourteen groups — salary, contact, links, work authorisation and the rest — are theirs to share or withhold. Withheld sections say so rather than rendering blank, so a preference never reads as an unfinished profile.
They can leave, and the row goes with them.
Withdrawing consent deletes the record here rather than hiding it. Consent also expires on its own after two years, so staying listed is a decision they keep making.
Interviews
Book it once, score it the same way every time
- Panel scheduling, or a booking link the candidate picks a slot from themselves.
- The same eight scored questions for every interviewer, so two candidates can be compared.
- Interviewers see their own round and nothing else — not the salary, not the other feedback.
MTWTF
09:30Technical roundPanel of 3
13:00Manager interviewHiring Manager
Offers
From draft to signature without leaving the product
- Generated from your template, with the job's own figures merged in.
- Approved by someone senior to the person who wrote it, before it ever reaches the candidate.
- Signed in the candidate's own portal, and the application moves itself.
- Withdrawable after release — and the candidate is told, rather than left holding a dead offer.
DraftedRecruiter
ApprovedHR Admin
ReleasedRecruiter
SignedCandidate
A recruiter can draft an offer and release an approved one, but cannot approve it.
Your careers site
The half of this your candidates actually use
Publishing a job gives you a public, branded careers page — your name, your profile, your open roles. Candidates browse it, apply through the form you built, and then watch their own status move without emailing anyone to ask.
- A branded page per employer — your name, your profile, your roles, no setup.
- The apply form you built in the wizard, rendered exactly as you configured it.
- A status tracker that moves when you move them, so nobody has to chase you for an update.
- Candidates can save a job without you being told — a bookmark is not an application.
careers · your-company
DevOps Engineer
Pune, India · Full-time
Platform Engineer
Remote · Full-time
Lead Generation Intern
Pune, India · Internship
Your application: Technical Interview
Analytics
Which roles are moving, and which are stuck.
Per job: how many people opened it, how many applied, and where they came from — so a quiet role is a decision rather than a mystery.
2,716+12%
Job views
Every opening of the posting, however they arrived — search, a link, or a share.
154+5%
Applications
Counted live from the pipeline itself rather than from a stored second copy that could drift.
5.7%+2.3%
View to apply
The number that tells you whether the problem is the advert or the audience.
834
Unique visitors
Browsers that accepted analytics. A floor, not a total — see the note below.
One job's panel, from the product. Unique visitors is deliberately an undercount — only a browser that accepted the careers site's analytics question is counted, so the real number is higher. We would rather under-report than track people who said no.
Roles & permissions
Four roles, and nobody sees the whole hire.
Enforced at the API, not just hidden in the navigation.
| Area | HR Admin | Recruiter | Hiring Manager | Interviewer |
|---|---|---|---|---|
| Create & publish jobs | Allowed | Allowed | Not available | Not available |
| Applicant board | Allowed | Allowed | Allowed | Allowed |
| Résumé review | Allowed | Allowed | Allowed | Allowed |
| Interviews | Allowed | Allowed | Allowed | Allowed |
| Talent Directory | Allowed | Allowed | Not available | Not available |
| Offers | Allowed | Allowed | Not available | Not available |
| Reports | Allowed | Allowed | Not available | Not available |
| Administration | Allowed | Not available | Not available | Not available |
| Audit log | Allowed | Not available | Not available | Not available |
Security & compliance
The parts you only notice when they are missing.
One organization cannot see another
Every row the product stores is scoped to the organization that owns it, and that scoping is in the query rather than in a filter someone remembered to apply.
An audit trail with a name on it
Sign-ins, job edits, stage changes, tags, booking links, interview scheduling, offer releases and bulk actions are all recorded against the person who took them.
Erasure under the candidate's own law
Retention runs on the candidate's jurisdiction, not the employer's — a German applicant to a US company is covered wherever the job sits. When their data goes, the hiring record survives without it.
A posting that breaks pay-transparency law will not publish
If any location on the job sits in a jurisdiction requiring a published salary band, the publish is refused — and the refusal names the place, not the rule, so it is actionable.
No demographic attribute reaches a hiring screen
Gender, date of birth and the rest never travel on the events that build a recruiter's view of a candidate. A test fails the build if one ever does.
Organizations are verified before they can hire
A new workspace is checked before it can create or publish a job, so the careers site it feeds is not a channel for anyone who filled in a signup form.
Questions
The ones that come up first.
Including the two answers that are simply “no”, which is the useful thing to know early.
No. Grasshire is for employers hiring their own staff. There is no client-company layer, no placement fee and no per-client billing, so an agency desk has nowhere to sit. If you place people into other companies, this is the wrong tool and you will find that out in week one rather than week six.
Get started
Open your first role this afternoon.
Grasshire is in early access. Tell us how your team hires today and we will set your workspace up with you — jobs, careers site and screening rules included.
Already using Resume AI? Grasshire runs the same screening engine — your shortlists carry over conceptually, not as a migration you have to survive.