How Octopyd works, end to end

Raise a requisition and route it for approval. Headcount and budget are tracked from day one and feed into reporting.

Turn the approved requisition into a job with an adaptive, job-specific evaluation rubric, then post to the job boards you use.

Inbound applicants flow in and are parsed, deduped, and queued for evaluation automatically.

External recruiters submit and track candidates through the Recruiter Panel, straight into your pipeline with full ownership checks.

Levi sources fresh prospects, Evie resurfaces strong past applicants and internal talent, and Nova reaches out across email, SMS, and voice.

Ivy evaluates every candidate against the rubric with explainable, multi-model, bias-checked scoring, and gets sharper with every decision.

The best-matched candidates surface in the Daily Talent Dose so the hiring manager reviews only the top of the pool, not the whole stack.

Arvo coordinates intro calls, technical, and onsite interviews, and structured feedback is collected and consolidated after each one.

Move from shortlist to offer letter and a defensible hiring decision, with a full audit trail behind every step.

Hired candidates close out the requisition and become employees in your org chart, ready for the next cycle.