Build better hiring and talent experiences.
Untap Talent helps HR and recruiting teams source, engage, evaluate, and grow talent in one system: branded candidate journeys, structured hiring workflows, talent communities, and programs like hackathons, challenges, and awards that reveal real ability. An ATS tracks applications. A talent CRM tracks contacts. Untap builds the relationships and the pipeline.
Hiring workflow
- Sourced412
- Screening236
- Evaluation118
- Interviews54
- Offer12
Evaluation criteria
- Role competency4.6
- Structured interview4.2
- Work sample3.9
Talent community
8,412
Engaged profiles · 34% re-engaged this quarter
Built for modern HR and recruiting teams
Reactive hiring, fragmented tools
Recruiting teams run on a stack that was never designed to work together: an ATS that only tracks applications, a CRM full of contacts that never convert, and scheduling, assessment, and candidate comms scattered across everything else. The result is lost candidates, slow hiring, and no clear view of the funnel.
The stack is fragmented
Sourcing lives in one tool, scheduling in another, assessments in a third, and candidate comms in an inbox. Recruiters spend their week reconciling systems instead of moving people through the funnel.
Candidates fall through the cracks
Strong applicants stall between rounds, silver medalists are never contacted again, and follow-up depends on whoever remembers. Every lapse costs conversion and employer brand.
The ATS only tracks applications
An applicant tracking system activates once a requisition opens and records status changes. It was never designed to build relationships with talent before the role exists.
The CRM collects contacts that never convert
Talent CRMs store profiles and send nurture emails, but nothing in them shows whether a contact is actually ready, interested, or qualified for the roles you are about to open.
No visibility across the funnel
Time in stage, drop-off, interviewer load, source quality, and offer acceptance sit in different exports, so hiring reviews run on anecdote rather than pipeline data.
Every requisition restarts the work
A role opens and sourcing begins from scratch, because the qualified people from last quarter's programs and pipelines were never kept warm in a usable way.
Not another ATS. Not another talent CRM.
An ATS (Workday, Greenhouse, SmartRecruiters) manages applications once a requisition opens. A talent CRM (Beamery, Gem, Avature) stores contacts and sends nurture campaigns. Untap Talent covers the work in between and around both: requisitions and talent programs, rounds and bookings, scorecards and offers, and the communities you re-open for the next role.
ATS tracks applications. Talent CRM tracks contacts. Untap Talent builds real talent relationships and structured talent programs. Same hiring team, same requisitions, one system that carries sourcing, engagement, evaluation, and outcomes end to end.
Attract, engage, evaluate, hire and grow
One connected flow instead of four disconnected tools: sourcing and programs bring talent in, messaging keeps them engaged, rounds and scorecards evaluate them consistently, and offers, internal mobility, and talent communities carry the relationship forward.
Attract
Branded careers journeys, sourcing campaigns, campus cohorts, and talent programs bring qualified people into your pipeline.
Engage
Nurture sequences, events, challenges, and stage-triggered messaging keep candidates warm between requisitions.
Evaluate
Rounds, interviews, assessments, and weighted scorecards produce comparable evidence instead of scattered interview notes.
Hire & grow
Offers, acceptance, and onboarding hand-off, then internal mobility and community re-engagement for everyone else.
Every requisition and every program feeds the same talent pipeline, so each hiring cycle starts further ahead than the last.
A talent portal candidates actually want to use.
Untap gives you a branded candidate portal on your own domain: clear next steps, self-service booking, and real communication at every stage. It converts better than a generic ATS form because candidates always know where they stand.
Step 1
Apply once, on your brand
Candidates create a profile in your branded portal instead of retyping the same details into a generic form for every role.
Step 2
Always know where they stand
Stage updates, next steps, and interview details are communicated automatically, which is where most ATS candidate experiences break down.
Step 3
Book interviews without the email chain
Candidates self-book into panel availability, cutting scheduling time and the drop-off that comes with it.
Step 4
Show real ability
Assessments, challenges, and programs give candidates a way to demonstrate skills, and give evaluators comparable evidence.
Step 5
Stay connected after the decision
Candidates who are not hired this time stay in your talent community for future roles, with consent and history intact.
Your brand · Your domain
Your application, start to offer.
Apply once, track every stage, book interviews, and stay connected to future roles.
Application progress
Your programs and interviews
Graduate Programme 2026
Applications open · Round 2
Interview: Panel review
Thu 14:00 · Self-booked
Data & AI Challenge
Talent discovery program
Evaluation summary
- 1Candidate #1042Scorecard 8.4
- 2Candidate #0871Scorecard 8.1
- 3Candidate #1330Scorecard 7.9
One platform for every hiring and talent initiative.
From graduate intakes to high-volume screening to internal mobility, plus the talent discovery programs that keep your pipeline warm between requisitions.
Early talent and university recruiting
Run campus cohorts, internships, and graduate intakes with branded applications, structured rounds, and assessment at volume.
High-volume hiring
Screen thousands with scored assessments and automated shortlisting, then move candidates through rounds in bulk without losing the audit trail.
Employer branding
Give candidates a branded talent portal on your own domain, with clear communication at every stage instead of a generic ATS form.
Talent pooling
Segment silver medalists, past applicants, and future talent into communities your recruiters can open the moment a requisition lands.
Candidate rediscovery
Search prior applicants by skills, assessment results, and engagement history so old pipelines become the first place you look.
Internal mobility
Open programs and roles to employees with the same structured evaluation, so internal candidates are assessed as fairly as external ones.
Hackathons as talent discovery
Time-boxed challenges that let recruiters see real ability from candidates who never look strong on a CV, with participants flowing straight into pipelines.
Innovation challenges as engagement programs
Role-relevant challenges that keep talent engaged between requisitions and produce scored evidence your hiring managers can act on.
Awards as talent visibility programs
Recognition programs that surface high performers in your community, strengthen employer brand, and add named talent to your pipeline.
Modules that work as one hiring system.
Programs, rounds, bookings, evaluations, messaging, talent communities, analytics, and integrations all write to the same candidate record, so engagement history, interview feedback, and pipeline movement stay connected across roles and seasons.
Built for enterprise HR and talent teams
Structured enough for compliance and hiring governance, flexible enough for early talent programs, high-volume seasons, and internal mobility.
One record per candidate
Applications, program participation, interview feedback, assessment results, and offer history live on a single talent record your whole HR team can read.
AI-assisted screening
Rank high-volume applications against criteria-based rubrics so recruiters spend their time on the shortlist rather than the stack.
Structured, defensible evaluation
Weighted criteria, panel management, and calibration views keep decisions consistent across interviewers, regions, and hiring seasons.
Candidate communication at scale
Stage-triggered messaging keeps every candidate informed, which protects conversion and your employer brand during peak hiring.
Your brand, your domain
A fully white-label candidate portal. Talent sees your organisation and your programs, never a vendor interface.
Scales with your hiring plan
Unlimited roles, programs, evaluators, and community members, priced around your talent strategy rather than per seat.
Pipeline analytics
Community → hire conversion
- Programme proof · 54%
- Assessment score · 28%
- Referral · 18%
The hiring outcomes Untap reports on
Untap measures the numbers HR leaders are accountable for, per role, per program, and per season, so hiring reviews run on pipeline data instead of anecdote.
- Time to hire
- Days per stage, per role, and per hiring program
- Candidate conversion
- Application to interview to offer, with drop-off by stage
- Offer acceptance
- Acceptance and decline reasons across teams and seasons
- Qualified pipeline
- Pool growth, rediscovered candidates, and community-sourced hires
What is fragmented hiring costing your team?
Every week a role stays open carries a cost: lost productivity, agency spend, recruiter hours on candidates who go quiet, and offers declined after a slow, unclear process. Most of that is a workflow and communication problem, not a sourcing problem.
Bringing sourcing, engagement, evaluation, and talent communities into one system makes every subsequent hire faster, better qualified, and easier to defend.
See how Untap Talent can modernize your hiring and talent pipelines in a 30-minute walkthrough.
We'll map your current recruiting stack and show how sourcing, engagement, evaluation, and talent communities come together. Book a demo, or reach us at hello@untap.tech.