Find the right candidate. Measure the job fit. Start the new hire strong.

KC Recruit, the applicant tracking system in KnowledgeCity's Hire suite, holds every open role, every applicant and the hiring stage each applicant has reached. The hiring team works from the candidate record, and the notes and decisions the team makes are kept on that record rather than in a private inbox. KC Recruit also reports where each role stands and where candidates drop off, so you can see which stage is slowing your hiring down instead of guessing.

KC Recruit publishes the role to your careers page, and every application lands against that role carrying the hiring stage the applicant has reached. Your team can see who is new, who is in interviews and who is at offer without asking anyone for a status update. The hiring team's notes and decisions on an applicant stay on that applicant's record in KC Recruit.

KC Talent runs psychometric and behavioral tests and scores each candidate for job fit against the role profile you configure. KC Recruit ranks applicants against the role profile, so your shortlist rests on how each candidate measured rather than on who interviewed most confidently on the day. KC Talent also produces leadership and trait reports on each candidate, so the hiring team has more than a score to point at when it explains why a particular candidate was chosen ahead of the rest.

KC Recruit books the interview panel and collects a scorecard from every interviewer, so the feedback is recorded against the candidate instead of staying in private notes. KC Talent builds an interview guide from a candidate's assessment results, which gives each interviewer questions aimed at what that candidate still has to demonstrate. The hiring team's notes and decisions stay on the candidate in KC Recruit, so the reasoning behind a shortlist is still readable when the panel sits down to decide.

KC Recruit holds the offer until every person who has to approve it has signed off, so no offer reaches a candidate ahead of the approvals the offer needs. The interview scorecards and the hiring team's decisions are held on the same candidate in KC Recruit, so the approvers can read the case for the hire before they sign. Once the offer is signed, KC Onboard routes the forms and policies that follow it for signature.

KC Onboard assigns the onboarding plan for the role at that moment: role-based checklists and tasks, a plan for the first day and the first week, and the equipment and access requests that have to be raised before the new hire arrives. Forms and policies are routed for signature, a buddy is paired with the new hire, and the manager tracks progress against the checklist instead of chasing updates. Milestone check-ins carry the plan past the opening week, so onboarding does not stop when the paperwork is signed.

KC Recruit, KC Talent and KC Onboard each own a different part of the same sequence. KC Talent measures candidates against the role profile and produces the reports and interview guides the hiring team works from. KC Recruit runs the process around that work: the open roles, the applicants, the hiring stages, the interview panels, the scorecards and the offer approvals. KC Onboard picks up the moment the offer is signed and takes the new hire through the checklists, the plans and the milestone check-ins that follow.

KC Talent produces leadership and trait reports alongside its job-fit score, so you can read a candidate's traits as well as how that candidate ranks against the role profile. KC Talent then builds an interview guide from the same candidate's results, which gives the panel questions aimed at the traits the role depends on. KC Recruit books that panel, collects each interviewer's scorecard and keeps the hiring team's notes and decisions on the candidate.