Recruiting software that actually recruits
Modern recruiting software built around AI. Screen 100 candidates in the time it takes to read one CV. Search talent with plain language. Let AI agents manage your pipeline end-to-end.
No credit card required. Set up in 2 minutes.
AI Candidate Screening
Evaluate every applicant against your criteria. Scored results with transparent AI reasoning. Bias-aware policy engine built in.
AI Talent Search
Skills-first semantic search. Type what you need in plain language. AI ranks by genuine capability, not keywords.
AI Recruiting Agent
Autonomous agent that sources, screens, drafts outreach, and manages your pipeline through natural conversation.
Why recruiters switch to GoVerse
Works alongside your existing ATS
Integrates with Workday, SAP SuccessFactors, and SmartRecruiters. No rip-and-replace. Import candidates from any source.
Transparent and bias-aware
Every AI decision explained. Built-in policy engine catches discriminatory criteria before screening runs. Full audit trail.
Self-serve, no implementation project
Sign up, invite your team, upload candidates. No sales calls, no implementation consultants, no 6-month rollout.
From $49.99/seat/month
Enterprise-grade AI recruiting at startup pricing. Free for 1 month. No credit card required to start.
"Screen 100 candidates in the time it takes to read one CV."
Built by a team with 60+ years combined experience in HR technology, enterprise AI, and software engineering.
Simple pricing, no contracts
$99.99$49.99
/seat/month
Standard
50% off launch offer
$199.99$99.99
/seat/month
Premium + AI Agent
50% off launch offer
$299.99$149.99
/seat/month
Platinum
50% off launch offer
All plans include 1 month free. Promotional pricing for a limited time, standard rates after. Enterprise (single-tenant) available. Contact sales.
The economics of running an agency desk
An agency does not get paid to read CVs. It gets paid to place people, fast, across a lot of clients at once. The maths that decides whether a desk is profitable is simple: how many roles can one consultant work in parallel, and how quickly can a shortlist land in a client's inbox before a competing agency's does.
Manual screening is where that maths breaks. A consultant juggling eight live roles, each pulling 80 to 150 applicants, cannot fairly read all of them. So they skim the first page, and good candidates further down never get seen. GoVerse scores the full pool against role criteria in minutes at roughly $0.01 per CV in credit terms. Bulk CV screening at that cost changes the calculation: there is no financial reason to only look at the top 20, so the desk works the whole pool and still turns a shortlist around same-day.
The credit model is what makes this work for agencies specifically. You are not billed per candidate or per placement. A Standard seat carries 100 credits, Premium 300, Platinum 600, and screening draws against that allowance. A busy week does not generate a surprise bill, so a consultant can screen aggressively without a manager watching the meter.
Multi-client throughput without mixing pipelines
Each client role gets its own criteria and its own scored pipeline, so a candidate strong for one brief is not force-fit into another. Import candidates from a job board export, a CSV, or a client's ATS (Workday, SAP SuccessFactors, SmartRecruiters), screen them against that role's requirements, and hand the client a ranked shortlist with an explainable 0 to 100 score and reasoning attached to each name. When the client asks "why these five?", the answer is already written.
AI talent search closes the other half of the loop. The candidates you sourced for a role last month do not vanish, they stay searchable by capability, so a new brief can be filled from people you already know before you spend on fresh sourcing. For an agency, a database you can actually search is margin.
Questions agencies ask
Can we work several clients from one account?
Yes. Set up a separate requisition and criteria per client role, and keep each pipeline distinct. Consultants can run multiple briefs in parallel without candidates leaking between clients, which is the whole point of an agency workflow.
How fast can a shortlist reach a client?
Screening a full applicant pool takes minutes, not the hours manual review costs. The practical limit becomes your judgement on the top candidates, not the reading. Most desks can send a scored, explained shortlist the same day the applications close.
Does bulk screening get expensive at high volume?
No per-CV or per-placement billing. Screening draws on your monthly credit allowance (100, 300, or 600 depending on tier) at roughly $0.01 per CV in credit terms, so volume is predictable and a heavy week does not produce a shock invoice.
Where it earns its keep for an agency
High-volume, high-turnover desks feel the benefit first: contract, temp, frontline, healthcare, and volume perm where applications run into the hundreds per role. The faster and fairer your triage, the more roles a consultant can carry, and that is the number that drives agency revenue.
Retained executive search is a different game. When a brief turns on a handful of hand-picked approaches and deep referencing, a ranked list of applicants matters less. Use GoVerse where the volume is, and keep the high-touch search work high-touch.
Modern recruiting software vs the traditional kind
Most recruiting software was built to store applications and move them between stages. That is useful, and it is also where most tools stop. Modern recruiting software is expected to do the reading, ranking, and follow-up as well.
Traditional recruiting software (classic applicant tracking) is essentially a filing cabinet with workflow attached. It captures applicants, tracks stages, and reports on pipeline, but a human still has to read every CV, decide who matters, and chase the follow-ups. For a few roles that is fine. For a req pulling hundreds of applicants, the software holds the data and leaves the hard part to you.
GoVerse is recruiting software built the other way around. The reading and ranking happen first: every applicant is scored 0 to 100 against your criteria with written reasoning, at roughly $0.01 per CV, so the whole pool is triaged in minutes rather than skimmed. Natural-language talent search turns your past applicants into a resource you can actually query, and AI agents handle multi-channel candidate engagement, drafting outreach and keeping candidates warm. The bias-aware policy engine checks your criteria before screening runs, which is not something traditional recruiting software was ever designed to do. If you are comparing tools, our round-up of the best AI recruiting software lays out the trade-offs.
The deployment model is different too. Legacy recruiting software usually arrives with an implementation project, a consultant, and a multi-quarter rollout. GoVerse works alongside the tools you already run (Workday, SAP SuccessFactors, SmartRecruiters), so you keep your system of record and add intelligence on top. Seats start at $49.99 a month (100, 300, and 600 credits across the three tiers), and you can be screening on a live role the same day.
Traditional recruiting software
- Stores and tracks applicants, you do the reading
- Keyword filters miss transferable experience
- Manual follow-up and shortlisting
- Implementation project before you see value
Modern recruiting software (GoVerse)
- AI scores and ranks the whole pool with reasoning
- Semantic search understands capability, not keywords
- AI agents draft outreach and keep candidates warm
- Live the same day, on top of your existing ATS
Start recruiting with AI today
Set up in 2 minutes. See results on your first screening run.
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