How many clicks to read a CV? Here: zero.
From posting the job on job boards to the hire, the JobAffinity recruiting software helps you at every step.
CV, score, applications and notes appear on hover: try it.
AI helps you right from writing your job ads
A good job ad is one that attracts and converts candidates.
JAI (our artificial intelligence) scores your job ad before you publish and tells you what to fix: a title people actually search for, a visible salary range, the empty phrases that put candidates off, a clear process. This is not a generic assistant rewriting your text: the diagnosis draws on labor-market studies, what makes people apply and what discourages them, and on the analysis of thousands of ads. You see what works, what does not, and the fix to make.
JAI, our self-hosted AI
Publish everywhere, in one go
One entry, published to more than 200 job boards. No re-typing, no ten passwords.
Re-typing the same ad on every site and juggling ten passwords is half a day gone. Here, one entry publishes to more than 200 job boards from a single screen, and every application comes back to one place, tied to its source. Our multiposting is built in-house: when a job board changes its integration, we adapt without waiting for a third party.
Multiposting and source tracking
JobAffinity adapts to the way you work
Kanban, list or mobile: you run your hiring the way you want. That is what an ATS people actually adopt looks like.
Some people think in columns, others in rows. Rather than imposing a method, JobAffinity shows your applications in both views, and you switch whenever you want. Try it below.
Application management in detail
Ethical, transparent AI scoring
You define what matters. JAI applies it. You read why. You decide.
Describe the ideal candidate, weight your criteria: essential, important, optional. JAI scores each application and the detail reads line by line, criterion by criterion. Every candidate stays visible: a score rules nobody out. And JAI runs on our servers, in France.
JAI, our self-hosted AI
The setup, then the score detail. Nothing is hidden.
Key information without a single click
The CV, other applications, notes: everything reads without opening a single file.
The CV opens on hover, and you decide from the CV. On hover too, you see that a candidate has already applied to you, what your colleagues said about them, where they stand elsewhere. Information comes to you, not the other way around.
Application management in detail
CV database and real-world search
If a candidate told you they could move to Bordeaux, you find them. Not the people who live there.
Search looks everywhere, or only in your notes: you choose. Your talent pools, you build them yourself, with no AI filling them with false positives. CV parsing is included in the price.
The CV database and search in detail
Your managers involved
Your managers approve from their phone. 95% measured adoption.
Managers receive profiles on their phone and give their opinion or approve in two gestures. Approval workflows are traceable: who said what, when. No more chasing by email.
Manager approval in detail
Qualify without blind sorting
Sales reps without a driving licence get a real answer, not silence. All at once.
An upfront questionnaire qualifies applications on your factual criteria: licence, mobility, certifications. You filter, then you reply all at once, with a personalized email. The reply quality of an individual letter, at the cost of one click.
Steer
Build reports and track your key indicators (KPIs).
Two reporting modes: a simple one for day-to-day, and an advanced one for more complex dashboards.
Multiposting and source tracking
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An ATS is also judged by what it does not do.
Three refusals, owned for years.
No black-box matching
Matching means an AI choosing who you are allowed to see. You would not even know what it is hiding from you. Here: scoring you configure and can read, with every candidate visible.
No AI-filled talent pools
An AI that fills your pools produces false positives in bulk and pools nobody trusts. Your pools are your judgment. The tool gives you the search to match.
No AI that rejects
No candidate is ruled out by an algorithm. It has been prohibited since 2018 (GDPR Article 22), and it is not our idea of the job anyway.
« Recruiting means deciding. You do not delegate the decision to an AI. »
The rest is best seen live
30 minutes with a consultant, on your real cases and your own jobs. No commitment.
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