Eleven HR/AI co-pilots
Eleven co-pilots. One hire, start to finish.
Each one writes a document you would otherwise write yourself — the advert, the shortlist, the questions, the exam, the offer, the rejection, the plan for the first three months, the review at ninety days. In Arabic and English, under your country's labour law.
Sign Up
A Sales Manager in Riyadh
Watch one vacancy pass through all eleven.
The advert is written, then the search strings and the message that goes with it.
Job Description · Active Sourcing and Job PostingFifty CVs become a ranked shortlist with the evidence, then the questions, the exam and the panel's scorecard.
Smart Shortlist · Interview Q&A · Exam Builder · Interview ManagementThe offer letter checked against your country's rules, the letter to the one who came second, and the first three months planned.
Offer Letter · Rejection Email · OnboardingThe review at ninety days, and where this person goes next.
Probation Review · Career PathOne vacancy. Eleven documents. Nobody had to open a blank page.
Not a chat reply
A document with sections, ready to send.
Every co-pilot returns the same shape every time — headings, sections, the fields your document actually needs — checked before it reaches you. Export it to Word or PDF, or to Excel on Pro, with your own logo on it.
If the Arabic comes back in the wrong language, it is written again before you ever see it.
Every score has a receipt
You can see exactly why each number is what it is.
Grew regional sales 38% in two years
Missing: no experience with public-sector tenders
Managed 12 account executives in Riyadh
Missing: no formal sales qualification
Exceeded quota four consecutive years
Missing: no team leadership named
Every score is earned by the lines above, and by nothing else. Set knockout criteria and it names who missed them.
It ranks. You decide.
The full catalogue
Open any one of them.
Name the role, the seniority and the country. Back comes a summary, the duties, the requirements and an equal-opportunity statement — written for that market, ready to post or export to Word.
What comes back
Name the role, the seniority and the country. Back comes a summary, the duties, the requirements and an equal-opportunity statement — written for that market, ready to post or export to Word.
Search strings built for each platform, an outreach message calibrated to the seniority, and the advert ready to post — LinkedIn, Bayt, Naukrigulf, WhatsApp or email.
What comes back
Search strings built for each platform, an outreach message calibrated to the seniority, and the advert ready to post — LinkedIn, Bayt, Naukrigulf, WhatsApp or email.
Up to 25 CVs in a run, scored against weights you set, each score carrying the exact lines from the CV that earned it. Set knockout criteria and it tells you who missed them — it ranks, you decide.
What comes back
Up to 25 CVs in a run, scored against weights you set, each score carrying the exact lines from the CV that earned it. Set knockout criteria and it tells you who missed them — it ranks, you decide.
Questions weighted to the seniority of the role, each with follow-up probes, a note on what a good answer sounds like, and the red flags worth catching. Share the pack with the panel before anyone walks in.
What comes back
Questions weighted to the seniority of the role, each with follow-up probes, a note on what a good answer sounds like, and the red flags worth catching. Share the pack with the panel before anyone walks in.
A written assessment built for the role, with the answer key and the notes on why each wrong option is tempting kept in a separate pack — never on the candidate's copy. A second version for a re-sit.
What comes back
A written assessment built for the role, with the answer key and the notes on why each wrong option is tempting kept in a separate pack — never on the candidate's copy. A second version for a re-sit.
Agree a weighted scorecard before anyone interviews. Panellists score from a link without needing an account. The debrief then shows you where two interviewers saw the same person differently.
What comes back
Agree a weighted scorecard before anyone interviews. Panellists score from a link without needing an account. The debrief then shows you where two interviewers saw the same person differently.
Basic, housing and transport split the way your country expects — because end-of-service is calculated from the basic figure. Probation checked against the statutory maximum before the letter reaches the candidate. Word and PDF, both languages.
What comes back
Basic, housing and transport split the way your country expects — because end-of-service is calculated from the basic figure. Probation checked against the statutory maximum before the letter reaches the candidate. Word and PDF, both languages.
Written for how far the candidate actually got — a first-round no reads differently from a final-two no. Warm, short, and with an optional invitation to stay in the talent pool when the near-miss was a strong one.
What comes back
Written for how far the candidate actually got — a first-round no reads differently from a final-two no. Warm, short, and with an optional invitation to stay in the talent pool when the near-miss was a strong one.
From before they arrive to the end of month three: every task with a named owner, a welcome portal link for the new hire, and a calendar bundle you can send to the team.
What comes back
From before they arrive to the end of month three: every task with a named owner, a welcome portal link for the new hire, and a calendar bundle you can send to the team.
A structured review against what the role actually asked for, with your country's statutory probation maximum applied — so an extension you cannot legally grant never reaches the employee.
What comes back
A structured review against what the role actually asked for, with your country's statutory probation maximum applied — so an extension you cannot legally grant never reaches the employee.
Current levels against required levels as a matrix, then a phased roadmap with milestones, a readiness assessment, and the certifications actually worth paying for.
What comes back
Current levels against required levels as a matrix, then a phased roadmap with milestones, a readiness assessment, and the certifications actually worth paying for.
Typed once
The job description you wrote on Sunday is still there on Thursday.
What you gave one co-pilot is offered to the next. The advert becomes the yardstick the CVs are scored against, then the source of the interview questions, then the role named in the offer letter. Your company details are filled in before you ask.
Every document you generate is kept, filterable by co-pilot, and can be reopened months later.
Pricing
One flat price. Cancel any time.
On Explorer you can run each co-pilot once, and five job descriptions a day — enough to judge the output. Pro removes the limit under fair use.
Explorer
Five job descriptions every day, and one run of every other co-pilot. Enough to see whether the output is worth having.
Sign UpPro · Recommended
All eleven co-pilots and the Talent Vault — everything, under fair use, in Arabic and English.
Fair use: 300 documents a month, 40 a day, up to 3,000 candidate profiles.
Sign UpTwo-day money-back guarantee · Cancel any time from Settings · Files encrypted, never used to train a model · Billed through Lemon Squeezy