Avature

Avature's applicant tracking system can flag applications that may be fraudulent by checking 8 signals, such as duplicate files, unusual IP activity, location mismatches, and how quickly the application was completed. Recruiters can add this check at different points in the hiring process. The system also includes an AI Interviewer Agent that candidates can access when they are ready to complete an interview, allowing them to answer role-specific questions verbally in real time. Recruiters then receive the transcript, recording, and a summary to review before deciding on the next steps.

The CRM helps recruiters build pools of potential hires before a suitable job opens. Its WebSources tool finds new prospects on job boards automatically, and LinkedIn CRM Connect keeps profile data in sync between LinkedIn Recruiter and Avature. AI search then ranks prospects by how well they match a role and shows which skills each one is missing. Recruiters can then stay in touch with these prospects through email, SMS, WhatsApp, and WeChat campaigns and send messages tailored to each person's interactions and level of engagement.

This module brings contractors, staffing agencies, and hiring managers into one system. AI can extract key details from statements of work (SOWs) in multiple languages and pulls out key details so teams can search them later, while guided AI conversations collect each contractor's work history and qualifications. Agencies get their personal portals to view assigned jobs and submit candidates, and a time tracking tool helps manage shifts and timesheet approvals.

The feature enables HR teams to handle employee issues ranging from simple payroll questions to complex workplace investigations. Cases can be organized into linked sub-cases and assigned to legal, finance, line managers, or external parties such as lawyers and benefit providers. For sensitive matters, the system supports anonymous reports, field-level encryption, and audit trails that track case activity and stakeholder actions.

Employees can build profiles listing their skills, interests, and willingness to relocate, then browse open roles, short-term projects, and gigs within the company. HR can consider additional factors such as location, certifications, and past performance when matching employees to opportunities. The AI also explains why each opportunity was recommended, while blind screening and skills-based evaluation can help reduce bias in internal hiring.

The Performance Management feature lets employees set and track goals, then request feedback at any time from managers, peers, direct reports, and even external stakeholders, such as clients and vendors. Companies can customize question types, anonymity, visibility, and feedback frequency, while AI can help summarize responses and identify trends. It also enables managers of remote teams to hold recorded or live video check-ins. HR can use these reporting capabilities to analyze data gathered throughout the performance period, compare employee performance, and analyze patterns across teams.

The platform allows recruiters to plan and run campus events, job fairs, open days, and virtual events from one place. Candidates can sign up using their LinkedIn, Facebook, Xing, or Monster profiles, while the mobile app lets recruiters check in attendees, scan resumes, and add notes even when they are offline. The system also tracks vendor expenses and lets recruiters compare them with the event budget.

Instead of relying only on ready-made courses, employees can use Avature to create and share their own training content and build topic-based learning communities. HR can set required training, manage approval processes, and curate content based on employee feedback and engagement. Furthermore, AI-based tools can recommend learning content based on each employee's skills and interests. The solution supports SCORM courses and can also work alongside a legacy learning management system.