Recruitment and ATS

Every CV read and scored, so you interview the right ten.

Post a role, collect applications from every board, and let AI score each CV against the job. Shortlist, interview with a transcript and evaluation, send the offer, and the hire moves straight into onboarding.

Book a free demoSee how it works
The hiring pipeline: open roles with applicants by stage, match scores and the next interviews.
84 CVs scoredSite Engineer · 11 shortlistedOffer acceptedPriya Nair · onboarding started
  • AI CV screening with match scores
  • One pipeline from application to offer
  • AI interview notes and evaluation
  • Hire to onboarding in one step

One pipeline for every role.

Write the posting, or let AI draft it from the role, and publish to LinkedIn, Indeed and your careers page at once. Applications land in one pipeline with stages you define, and the hiring manager sees exactly where each person is.

  • Postings written by AI from the job brief
  • Hiring requests approved before a role opens
  • Stages, owners and SLAs per pipeline
Site EngineerDubai · Full time · posted 6 OctOpen
AppliedLinkedIn, Indeed, careers page84
Screened by AIScored against the job84 of 84
ShortlistedMatch 80% and above11
Interviewing4
Offer1
Time open15 days
Posting drafted by AIEdited and published in 6 min

Every CV scored against the job.

As each application arrives it is compared with the role: a match score, the skills found and missing, strengths, concerns and a suggested next step. You read ten CVs instead of eighty, and past applicants who fit resurface too.

  • Skills and experience breakdown per candidate
  • Matched candidates from your own database
  • Scores are a second opinion; the decision is yours
Priya NairApplied 9 Oct · 6 years, MEP contractorMatch 87%
SkillsAutoCAD, site supervision, QA/QC9 of 10
ExperienceUAE sites · 4 yearsStrong
MissingPrimavera P61 skill
Notice period30 days
Verdict: shortlistMove to interview
3 past applicants matchFrom your database · 2024–25

Interviews with notes you did not have to take.

The AI meeting assistant joins the call, transcribes it and writes a structured evaluation against your criteria. The panel compares candidates on the same scale, and the offer is sent from the same record.

  • Transcript attached to the candidate
  • Scores across skills, experience, fit and growth
  • Offer letters from templates, signed electronically
Interview evaluationPriya Nair · 42 min · 3 interviewersRecommend
Technical skills4.5 / 5
Experience4.0 / 5
Communication4.0 / 5
Growth potential4.5 / 5
Overall4.3 · Hire
Transcript ready42 min · 3 interviewers

And the rest of the hire.

Everything else hiring touches, handled in the same place.

  • Hiring requests

    Managers ask for headcount, finance approves, and the role opens with a budget attached.

  • Smart import

    Drop in CVs from email or a folder and the candidates are created with their details read.

  • Candidate database

    Everyone who ever applied, searchable by skill and title, resurfaced for new roles.

  • Scorecards

    Your own criteria per role, so interviewers rate the same things.

  • Careers page

    Your open roles on your site, with applications straight into the pipeline.

  • Hire to onboarding

    An accepted offer becomes an employee record and an onboarding checklist, nothing re-typed.

Built around the rules you work under.

UAE hiring rules are in the product, not in a checklist on your desk.

  • Offer letters with the contract type, probation, notice and benefits required under Federal Decree-Law No. 33 of 2021
  • Visa status and work-permit needs captured at application, so the PRO knows what the hire will take
  • Emiratisation targets visible while you plan headcount
  • Candidate data kept in the UAE, with access by role and retention rules
  1. RequestHeadcount asked for and approved, with a budget.
  2. PostAI drafts the posting; one click to every board.
  3. ScreenEach CV scored against the job as it arrives.
  4. InterviewTranscribed and evaluated against your criteria.
  5. HireOffer signed; the record and onboarding start.

What changes when a role opens.

Three jobs most UAE hiring teams still do by hand.

TaskSpreadsheets & bank portalsRadixHR
ScreeningEighty CVs in an inbox, read one by one, the best missed on a Friday.Every CV scored against the job, with the top ten ready for you.
Interview notesScribbled by one interviewer, remembered differently by the others.A transcript and a structured evaluation on the same scale for everyone.
After the offerDetails typed again into HR, payroll and the onboarding sheet.The hire becomes an employee record and a checklist in one step.

Loved by teams across the UAE.

Businesses that replaced spreadsheets and manual tracking with RadixHR, in their own words.

  • Payroll in seconds, fully compliant.

    “RadixHR streamlined our HR and payroll while ensuring full statutory compliance. We now generate payroll within seconds through automated data integration — reducing processing time and manpower dependency.”
    Sufaija Mohamed AliHR Manager, Sun Packaging Systems (TPAC UAE)

  • Several hours back, every week.

    “We needed a system that could scale without adding complexity. RadixHR streamlined HR and payroll across teams, cut manual work, and our HR team now saves several hours every week.”
    MusthafaCOO, Al Ershad Group

  • Every branch's attendance, in one view.

    “Managing attendance across multiple branches was a persistent challenge. RadixHR delivered accurate, centralised attendance tracking and clear reports — improving visibility and simplifying compliance reporting.”
    Sanu DevasiaCEO, Safe Max Fire & Safety

Questions, answered.

No. It screens, scores and summarises so you spend your time on the right people, but every decision stays with you and your panel. Treat the scores as a fast, consistent second opinion.

When someone applies, their CV is compared with the job and given a match score and verdict, a breakdown across skills and experience, the matched and missing skills, strengths, concerns and a recommended next step.

When enabled, it joins the interview, transcribes it and writes a structured evaluation: a recommendation, a rating and scores across technical skills, experience, communication, fit and growth potential, with the transcript attached to the candidate.

Yes. AI is optional at every step. Write a posting yourself and add candidates manually; AI drafting and smart import are there when you want them.

A search of the candidates already in your workspace for people who fit an open role: narrowed by overlapping skills and title, then scored by AI, so strong past applicants resurface instead of being forgotten.

Yes. An approved hiring request becomes a job, and an accepted offer becomes an employee record with onboarding, documents and payroll ready, nothing re-entered.

Still have a question?Talk to us

Works with the rest of RadixHR

A little less admin. A little more human.

Make room for
the people side
of HR.

Bring payroll, attendance and everyday HR together, so your team has more time for the people behind the work.

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