Recruitment and employee administration: applications organised, CVs parsed against your criteria, structured interviews assisted and summarised, and onboarding run as a workflow instead of a checklist in someone's head.
Hiring and HR administration consume enormous amounts of time, and the most valuable part — judgement — gets the least of it.
Every open role with applications, stage, ageing and hiring-manager actions.
Applications gathered from your careers page, job boards and email into one list with no duplicates.
Extracts experience, skills, education, dates and gaps into a consistent structure so candidates can be compared like for like.
Matches each candidate against the criteria you defined for the role and explains why each was matched.
Offers times from connected calendars and confirms with the candidate.
Where permitted and disclosed, conducts a structured first-stage interview using your question set, capturing responses consistently for every candidate.
Produces a transcript of the interview where consent has been obtained and local requirements allow.
A structured summary per candidate against the same criteria — evidence given, not a score with no explanation.
Side-by-side comparison across defined criteria, with the underlying evidence one click away.
Shows which required skills are represented across the shortlist and which are missing.
Contracts, roles, documents, training and review history in one place.
Tasks, document collection, equipment and policy acknowledgements tracked to completion.
Answers employee policy questions from your published documents, with the source policy linked.
Source
300 applications arriving from your careers page, job boards and email
Applications organised and de-duplicated
CVs parsed into structured profiles
Candidates screened against the role criteria with reasons shown
Shortlist proposed to the recruiter
Interviews scheduled from connected calendars
Structured interview conducted or assisted, and transcribed where permitted
Summary produced per candidate against the same criteria
Recruiter compares and decides
Offer and onboarding workflow begins
Judgement applied to a shortlist, not to a mountain of PDFs.
Open roles
Applications, stage and ageing per role.
Candidate profiles
Structured, comparable, with original CV attached.
Shortlist
Proposed candidates with matching reasons.
Interviews
Scheduled, completed, transcript and summary.
Comparison view
Candidates against defined criteria.
Employee records
Contracts, documents and training.
Onboarding
Tasks and documents tracked to completion.
HR FAQ
Employee questions answered from published policy.
A logistics group hiring 30 drivers and 10 office staff a year
Before MAARA
With MAARA
| Employee does this today | MAARA handles / assists | Employee still controls |
|---|---|---|
| Reads 300 CVs manually | Parses and structures every application | Decides who progresses |
| Coordinates interview times by email | Offers and confirms slots from calendars | Conducts the substantive interview |
| Takes notes during interviews | Transcribes and summarises where permitted | Assesses suitability |
| Builds comparison spreadsheets | Generates the comparison from evidence | Makes the hiring decision |
| Chases onboarding paperwork | Requests, tracks and reminds | Approves contracts and terms |
MAARA assists. Hiring managers make all consequential employment decisions. AI-assisted interviewing and transcription are used only with disclosure and consent, and only where local employment and data protection requirements permit. Screening criteria are set and reviewed by your team.