Real WorkforceHRMS · Payroll
Hiring

Recruitment, screening and interviews

From the job description to the hire, in one pipeline: postings, applications that arrive by email without anybody forwarding them, AI screening that reads the CV against the role, and video interviews that happen in the browser and stay attached to the candidate.

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No CV arrives and disappearsApplications land in the pipeline rather than in one person's inbox, so a candidate does not go quiet because somebody was on leave.
The shortlist starts before you open itScreening reads each CV against the role's own requirements and gives you a ranked starting point, with its reasoning shown.
The hire becomes an employee, not a re-typed formWhen an offer is accepted the record moves across rather than being entered a second time.
In detail

What recruitment actually does.

Postings, candidates and the pipeline

Professional and up

A job description becomes a posting; a posting collects applications; an application moves through stages you control. Candidates are people rather than rows on a job, so somebody who applied twice is one candidate with two applications.

  • Job descriptions as a maintained library, reused across postings
  • Postings per entity, with the requirements screening later reads
  • A candidate record that survives the role they applied for
  • Stages, notes and decisions, each with who and when against them
  • A careers inbox that turns emailed CVs into applications without forwarding
  • Retention rules for applicant data, so old CVs are removed rather than kept forever

AI CV screening

Premium and up

The CV is read against the requirements on the posting and comes back with a score and the reasoning behind it. It is a first pass that saves the hour spent on the obviously unsuitable — not a decision, and it is never presented as one. A recruiter can override any result, and the override is recorded.

  • Scored against the posting's own requirements, not a generic model of a good CV
  • The reasoning is shown, so a score can be disagreed with
  • Any result can be overridden, and the override is on the record
  • Sold by the month; the number of screenings your plan includes is on the pricing table

Video interviews

Premium and up

Interviews run in the browser — no download for the candidate, no meeting link pasted into an email thread. Scheduling, joining and the recording all hang off the application, so the panel's notes and the recording are found where the candidate is.

  • Scheduled from the application, with the invitation sent for you
  • Candidates join from a link in the browser; nothing to install
  • Recordings kept against the application, with their own retention window
  • Reminders before the interview, so a no-show is less often an oversight
  • Sold by the month; the number your plan includes is on the pricing table
Which plan

What each tier includes, from the live price list.

This table is read from the same plan catalogue the billing system enforces, so it cannot disagree with what your subscription actually allows. Ceilings and prices are on the pricing table.

CapabilityStarterProfessionalPremiumEnterprise
Postings, candidates and the pipelineNot included in StarterIncluded in ProfessionalIncluded in PremiumIncluded in Enterprise
AI CV screeningNot included in StarterNot included in ProfessionalIncluded in PremiumIncluded in Enterprise
Video interviewsNot included in StarterNot included in ProfessionalIncluded in PremiumIncluded in Enterprise

Prices, employee ceilings and monthly allowances are on the pricing table. Enterprise is quoted against your group rather than published.

Before you buy

What this does not do.

Worth an awkward paragraph here rather than an awkward call in month two.

  • There is no job-board integration. Postings are published on your own careers channel and applications arrive by email; we do not post to LinkedIn or Bayt for you.
  • There is no candidate-facing portal where an applicant tracks their own progress.
  • AI screening needs to be switched on for your workspace and reads only what is on the CV and the posting. It does not search the internet for a candidate.
Questions

Straight answers.

Does the AI decide who to reject?+

No. It scores and explains; a person decides. Every score can be overridden and the override is recorded, which is deliberate — an automated rejection nobody can see the reasoning for is not something we are willing to ship.

What happens to CVs from people we did not hire?+

They are held against a retention rule and removed when it expires, rather than accumulating indefinitely. The window is yours to set.

The rest of it

Every other part of the product.

All modules →
Core HREmployee records, org structure, leave with UAE-accurate accrual, and generated HR letters — one record per person, included in every plan.
PayrollRun monthly payroll with attendance and leave feeding it, produce payslips and a bank payment advice, and calculate end-of-service gratuity from the record.
PerformanceRun annual, quarterly and probation appraisal cycles with weighted KPIs and competencies, self-assessment, manager review, HR approval and employee acknowledgement.
ComplianceTrack Emiratisation against the MOHRE skilled-workforce target with the gap costed in dirhams, and run mainland, DIFC and ADGM entities under their own rules.
PlatformReports across people, payroll, leave, compliance and performance; roles that scope who sees what; and an audit record written with every change.
Talk to us

Half an hour, your numbers, no slides.

Tell us how this runs for you today. We will show you the same process here and be honest about what it would take to move.

Start a free trialWhatsApp us+971 4 557 47 14info@realworkforce.ae