Scattered
Candidates live in three inboxes
CVs arrive by email and sit with whoever received them, so nobody can say who has applied or where they got to.
Recruitment
Decide Before the Candidate Accepts Somewhere Else
Positions opened against a budgeted band, every applicant in one pipeline at a known stage, interviews rated against the same criteria, and an offer that routes for approval instead of waiting.
- Band agreed up front
- Structured ratings
- Funnel visible
Affordable before it starts
The band is agreed when the role opens, not at offer.
One pipeline
Not three inboxes and a spreadsheet.
Panels you can compare
The same criteria, so a decision can be explained.
Offers that move
Routed for approval rather than waiting to be chased.
Most hiring is not lost at the interview. It is lost in the gaps.
Three gaps account for most of what a growing team loses in a search, and none of them is a judgement problem.
Unstructured
Every interviewer asks something different
Without shared criteria, two panels produce two impressions that cannot be compared or defended.
Slow
The good candidate accepted elsewhere
An offer waited days for an approval nobody was chasing, and the market does not wait with it.
Neome closes all three by budgeting the role, keeping one pipeline, and moving the offer while it still matters.
Positions
A role opened against a budget, not a wish
A position is linked to its department and carries the budgeted salary band from the moment it opens. Agreeing the band before interviewing rather than after is what stops a hiring process ending in a candidate you cannot afford and a conversation nobody enjoys.
- Department-linked positions
- Budgeted band up front
- Position status visible
Pipeline
Every applicant in one list, at a known stage
Candidate profiles sit in a pipeline with a status, so the answer to who applied and where they got to is a screen rather than a search through mailboxes. The application timeline shows how long someone has been waiting, which is usually the thing quietly costing you candidates.
- Complete candidate profiles
- Status-based pipeline
- Application timeline
Interviews
Rated against the same things, every time
Interviews are scheduled with a named interviewer per round, and each round captures a structured rating rather than a general impression. That is what makes two panels comparable, and what lets a hiring decision be explained to the candidate and to anyone who asks later.
- Interviewer per round
- Structured rating capture
- Panels comparable
Offers
The offer moves while the candidate is still interested
Selection routes the offer through approval, with panellists reminded of interviews and approvers of decisions, so nothing waits on somebody remembering. Speed is a real part of winning a candidate, and most of the delay in hiring is administrative rather than deliberate.
- Offer approval workflow
- Interview reminders
- Stage progression tracked
Reporting
Find out where the search is actually stuck
Set a date range and every figure below it is bounded by those dates.
Open positions
What are we hiring for?
Every open role with its department, budgeted band and how long it has been open, which is the number that tells you whether a search is stuck.
Hiring funnel
Where do candidates drop?
Applied through to offered by stage, so a process losing people at screening is distinguishable from one losing them at offer.
Offer acceptance
Are offers landing?
Acceptance rate over time, which is the clearest signal of whether the band, the process or the pitch needs attention.
All the features, done right
Job positions
Linked to a department.
Budgeted band
Agreed before interviewing.
Candidate profiles
One record per applicant.
Pipeline stages
Applied through to offered.
Application timeline
How long someone has waited.
Interview scheduling
With the panel named.
Structured ratings
The same criteria every round.
Panel reminders
Interviewers told, not chased.
Offer approval
Routed on selection.
Hiring funnel
Where candidates drop out.
Into the directory
An accepted offer becomes a joiner.
Mobile apps
Rate an interview on the spot.
Before you move hiring across
The questions HR and hiring managers ask before the first position opens in Neome.
What it costs
One price, and Recruitment is already in it
₹299/ user / month$9.99/ user / month
There is no separate charge for this module. The same per-user price covers Recruitment and the other 25+ modules, so adding a second or third one costs nothing extra.
- 15-day free trial
- No credit card to start
- Billed monthly · Minimum 5 users
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