Explainable talent intelligence
Our AI models analyze candidate experience, skills and contextual signals to identify the best fit, and explain why.
Features
Core capabilities of TrueCalling
AI sourcing, matching and candidate engagement: on a single platform.
EMILY™: AI sourcing copilot
EMILY engages and qualifies candidates on WhatsApp before recruiters even enter the conversation.
Multi-layered candidate matching
Candidates are ranked through semantic analysis and contextual signals, not just keywords.
1.2B+ candidate profiles
Access over 1.2 billion globally sourced profiles, continuously updated.
Engage candidates on WhatsApp
Reach candidates where they are truly active, with automated follow-ups and reminders.
Semantic talent discovery
Find relevant candidates in minutes through domain-aware search and semantic intelligence.
How it works
From brief to qualified candidate in five steps, without switching tools.
- 01
Define your criteria
Describe your ideal candidate in natural language. Our AI understands your requirements instantly.
- 02
Launch the search
Our AI scans 1.2B+ profiles and identifies the best candidates in minutes.
- 03
Build your shortlist
Evaluate candidates with the AI score (match, resilience and digital reputation) and build your shortlist.
- 04
EMILY™ engages candidates on WhatsApp
In one click, EMILY contacts selected candidates on WhatsApp with personalized messages.
- 05
Hand-off to your ATS
Qualified candidates are automatically transferred to your ATS (Workday, Greenhouse, SAP SuccessFactors, etc.).
Pipeline & workflow
Move every requisition from brief to hire without leaving the platform.
A Kanban-driven pipeline pairs with bi-directional ATS sync, candidate detail views and interview scheduling, so the team works on the candidate, not on the tooling.
Kanban pipeline & workflow
Drag-and-drop candidates through custom stages with real-time status updates, bulk actions (score, message, tag), filters by score / date / requisition, and a per-candidate detail view that surfaces CV, TrueFit 360 reasoning and conversation history.
Follow-up & interview scheduling
Automated state machine (to contact → waiting → scheduled → done) backed by recruiter availability calendars, automatic blocking on vacations / meetings, interview slot suggestions, candidate confirmations and reminders, plus Calendly handoff for one-click booking.
Advanced candidate search
Full-text search across the internal CV library and the addressable external talent pool with skill, location, salary, seniority and company filters. Smart skill matching auto-expands related keywords; saved searches and one-click match-to-open-requisition keep recruiter hours focused on outreach.
CV library & parsing
Drag-and-drop CV upload with instant PDF preview, automatic parsing of contact / work history / skills, OCR for scanned documents, full-text search and one-click candidate creation from CV. Every uploaded CV is indexed against open requisitions in seconds.
Interview preparation
Role-specific interview questions generated per requisition, practice mode with timed responses, automated answer evaluation and confidence scoring: designed so the recruiter walks into the interview with a structured rubric rather than improvising.
Bi-directional ATS sync
Documented integrations with Workday, Greenhouse, SAP SuccessFactors, Lever and Deel for contractor hiring. TrueFit 360 scores and conversation history write back into the ATS, so the existing system of record stays canonical.
Outreach & scaling
AI content generation and multichannel campaigns, built into the same workflow.
EMILY handles candidate conversations on WhatsApp. Behind it: a content-generation layer for outbound copy and a matching layer that surfaces external + internal opportunities for every candidate in the pool.
Writer bot: AI content generation
Generates job descriptions, candidate emails (rejection / offer / follow-up) and LinkedIn outreach copy on demand. An approval workflow with revision requests, content versioning and one-click export to email or Lemlist keeps the recruiter, not the model, in control of every message.
Outplacement & internal mobility
External job aggregation pairs with auto-matching of candidates to external opportunities (outplacement) and to internal openings (mobility). One-click save and tracking, with the same TrueFit 360 explainability used elsewhere.
Enterprise & compliance
Designed for European recruiting teams operating under GDPR and the EU AI Act.
Team permissions, multi-language coverage and a security posture sized for high-risk-AI obligations. EU customer data is processed exclusively in Frankfurt with zero transfer outside the EEA.
Team management & permissions
Role-based access (Admin, Team Leader, Team Member) within a multi-team enterprise. Per-requisition team assignment, bulk actions, member invitations and a full audit trail of who scored what, when.
13 languages, RTL-ready
English, French, German, Spanish, Italian, Dutch, Portuguese (Brazil), Hebrew, Arabic, Russian, Chinese, Japanese and Georgian. Automatic right-to-left layout for Hebrew and Arabic; EMILY responds to candidates in their preferred language.
Enterprise configuration
Company branding and logo, WhatsApp Business number assignment, recruiter availability calendars, EMILY personality and tone customisation, forbidden-topic filters and per-role notification preferences, all configurable per tenant without engineering involvement.
Security & data protection
Row-level security in PostgreSQL with strict multi-tenant isolation, OAuth 2.0 for every external integration, encrypted secrets management, an action-level audit trail, and GDPR-ready data export / deletion. EU AI Act Annex III §4 high-risk obligations are addressed at the platform layer.
No third-party LLM training
Customer outreach, candidate profiles and ATS data are never sent to model vendors for training. Inference runs against frozen LLM versions under contractual no-training clauses: the boilerplate AI-recruiting tools cannot offer.
Explainability for audit
Every TrueFit 360 score decomposes into four cited axes (hard skills, contextual experience, soft skills, engagement). Recruiter overrides are logged with model version, timestamp and operator identity. The audit pack required for EU AI Act compliance is produced as a by-product of normal operation.
Analytics & admin
Pipeline visibility for recruiters and operations control for admins.
Analytics & reporting
Candidate pipeline analytics by stage and by requisition, time-to-hire calculations against your historical baseline, conversion funnel (applied → screened → offered → hired), source attribution per channel, and per-recruiter performance metrics. Surfaces the operational signal hiring managers ask for at the QBR.
Bot command center
Admin-only automation hub for bulk operations: trigger requisition updates, enrich large candidate pools, rescore an entire pool against a refined job description, run integration diagnostics, surface system health. Designed so a single admin can keep the data layer clean at agency scale.
Under the hood
The platform is built on the kind of architecture that scales without turning the recruiting team into platform engineers.
- Serverless backend. Every scoring decision, message, webhook and integration runs on server-side functions on Supabase Edge Functions: no idle worker fleet to maintain, no cold-start surprises in the recruiter workflow.
- Real-time sync. Status changes, EMILY replies and ATS write-backs stream to every team member's pipeline view live: no F5 to discover a candidate has answered.
- Multi-tenant isolation. Each enterprise's data is partitioned at the database level via PostgreSQL row-level security. Shared infrastructure for speed, hard isolation for trust.
- EU data residency. European customer data (Postgres, object storage, model inference, outreach gateways, EMILY runtime) is processed exclusively in Frankfurt (eu-central-1) with zero transfer outside the EEA.
- AI model flexibility. Inference runs against frozen large-language-model versions under a no-training contract. The model layer is replaceable without rewriting the scoring methodology; TrueFit 360 lives above it.
Why recruiting teams pick TrueCalling over a generic AI-recruiter wrapper.
Six outcomes the platform optimises for, measured against the baseline TrueCalling pilot cohorts operated against in 2026.
Cuts time-to-hire
A 40 % time-to-hire reduction was observed across TrueCalling pilot cohorts (internal data, 2026). The mechanism: instant AI scoring on inbound CVs, brief-to-shortlist sourcing in minutes, and EMILY screening on WhatsApp 24/7; recruiters' hours go to candidate conversation, not pipeline plumbing.
Reaches the candidates email doesn't
WhatsApp delivers a 90 %+ open rate in TrueCalling's outreach telemetry, against ~18–22 % for LinkedIn InMail and email. For passive candidates in engineering, ops and field roles, the channel decides whether the message lands.
Explains every score
TrueFit 360 cites evidence per criterion across four axes. The recruiter, the hiring manager and an EU AI Act auditor read the same reasoning. No black box, no hand-waving on why a candidate ranked where they did.
EU data residency, in writing
Frankfurt-only data flow with zero transfer outside the EEA. EU SCCs-backed DPA available before signature. GDPR Article 30 records of processing, right-to-be-forgotten honoured in ≤30 days.
Global hiring out of the box
13 languages including the major EU + LATAM markets and Arabic / Hebrew RTL. WhatsApp recruiting works in 180+ countries; Deel-backed contractor hiring covers 150+ countries from the same flow.
Built for teams, not solo seats
Multi-team org structure, role-based permissions, action-level audit trail, per-requisition assignment and the bot command center for admin-scale operations. Agency- and enterprise-ready by default rather than retrofitted.
The AI sourcing software that hires with precision.
Built for recruiting teams, TrueCalling turns a job description into qualified candidates in minutes.