Everything a hiring team needs. From the first post to the signed offer, in one workspace.
SeekIQ is an applicant tracking system, a talent CRM and interview screening in one place. Here is every part of it, in the order a hire happens.
Get applicants in. From every place they find you, into one pipeline.
Post once and collect applications from your careers page, your own website, job boards, referrals and the CVs already in your inbox.
Careers site
Build your careers page from sections (a header, about, values, benefits, team photos and questions) in English and Bangla, with a page per role marked up so Google for Jobs can list them.
Your own careers domain
On Growth and Enterprise, your careers pages live at an address such as careers.yourcompany.com. Job, apply and status pages and the links in candidate emails use it.
Jobs on your own website
One script tag shows your open roles, or one role, on any site, in your colours and language. On Growth and Enterprise the apply form can open right on your site. Site builders that strip scripts get an iframe instead.
Job feeds
An Indeed-style XML feed and a JSON feed of your open roles, kept in step with what you publish.
Browser extension
A Chrome extension fills the posting form on LinkedIn, Indeed, Bdjobs, Naukri, Rozee.pk and JobStreet, saves a profile you are viewing in one click and adds a CV from Gmail or Outlook. You check it and press Post yourself.
Email intake
Each role gets its own address at in.seekiq.io. Forward a CV there and it lands in the pipeline once the candidate agrees to be screened.
CV upload and CSV import
Drop up to 200 PDF or Word CVs at once, or import a list of up to 500 people. Duplicates are skipped and each person is asked for consent first.
Referrals
Your team refers people to open roles and follows how they are doing. The referrer confirms the person agreed.
Hear every applicant. Ranked CVs, then a short interview in their language.
Every CV is read and ranked against your must-haves. Then every applicant gets the same fair first conversation, in English or Bangla, at any hour.
CV ranking with must-haves
Set must-haves such as experience, education, location or language. A missed one shows as a badge; it never hides or rejects anyone.
Voice interviews in nine languages
Candidates answer from a phone browser, day or night, in the job's languages: English, Bangla, Hindi, Urdu, Arabic, Filipino, Spanish, Indonesian and Malay. Follow-up questions adapt to what they said.
Question variants
Several versions of each question, reviewed and approved by you, rotate so answers cannot be passed around.
Scorecards with receipts
Every score links to the exact words, the audio clip and the rubric line behind it. A second pass checks each quote.
Integrity checks, reviewed by people
Tab switches, pasted answers, a second screen, a second voice, a different person on camera, an answer copied from another candidate or a duplicate applicant raise a flag for your team to review. Each job picks Light, Standard or Strict checks. A flag never rejects anyone.
Decide together. Every advance and every rejection is a person's call.
Stages, calendars, scorecards and comparisons in one flow, so a hiring manager can decide in minutes and the candidate hears back the same day.
Amara OkaforMulti-stage workflows
Stages per role with automations that send messages, ask for availability, assign reviewers or move people forward. Autopilot, if you switch it on for a role, can also reject by your rules, with notice to candidates and a person on request.
Decision gate with undo
See the exact email or SMS the candidate will get, in their language, before it goes. Change your mind within five minutes and nothing is sent.
Shortlists
Shortlist the top few, everyone above a score or your own picks. Preview it, confirm it and undo it if needed.
Scheduling and self-schedule
Connect Google Calendar or Microsoft 365. Book panels with Meet or Teams links, or send candidates a link to pick a time.
Interviewer feedback and debrief
Each interviewer submits a scorecard before they see anyone else's. The debrief shows who still owes feedback.
Compare and calibration
Put finalists side by side and check that interviewers score to the same standard.
Close the hire. Approved, signed and handed over.
Open the headcount, get the offer approved and have it signed on a phone, with a PDF letter for everyone's records.
Requisitions with approvals
Request headcount for a role and route it through the people who need to approve it.
Offers with approval chains
Offer templates and approval chains, one after another or all at once, with a default chain for your workspace.
E-signature and PDF letters
Candidates sign on any device with their typed name and a drawn signature. The signed letter is saved as a PDF.
Hand over to HR
Export every signed offer as CSV or JSON for your HR or payroll system.
Keep the people you meet. Your next hire may already be in your database.
Everyone who applies stays on one record across roles. Group them, tag them and bring back the ones who nearly made it, with their consent.
Tanvir HasanOne record across roles
Applications from the same email or phone number join one person, so you see their full history with you.
Talent pools and tags
Group people for future roles and tag them your way, then search and filter across everyone.
Nurture sequences
A series of emails with delays between them. It stops when someone applies or opts out.
Silver medallists
People who reached the panel or offer stage and were not hired, in one view, ready to approach again.
Consent per contact
Each person's email consent is recorded with where it came from. An opt-out is respected everywhere.
ComingOn the roadmap: SMS steps in sequences.
Run it with confidence. Numbers, controls and connections.
See how hiring is going, decide who can do what and connect SeekIQ to the rest of your tools.
Reports
Funnel, time to shortlist, interview completion, source of hire, interviewer load and cost per hire, by date and role. Export to CSV.
Audit log
Sign-ins, decisions, score changes and exports, with who did what and when. Export it to CSV.
Roles and permissions
Owner, recruiter, hiring manager and viewer. Hiring managers only see their own roles.
Two-step and work account sign-in
Sign in with Google, Microsoft or Apple. Owners can require an authenticator app for everyone.
Public API and webhooks
Scoped API keys and signed webhooks for applications, interviews, decisions and offers, with a delivery log and redelivery.
Recruiter mobile app
Review scores, act on flags and make decisions from your phone, with push notifications.
Data rights and retention
Candidates can ask for their data, a deletion or a human review. Recordings are kept 30 days, or up to a year with the add-on; transcripts follow your retention setting.
See it on your own role. Free for the first 14 days.
Start a trial with 25 interviews and no card, or book a demo and we will walk through it with you.