Build better hiring and talent experiences.
One system to source, engage, evaluate, and grow talent: branded candidate journeys, hiring workflows, assessments, talent communities, learning and mentorship, and programs like hackathons, challenges, and awards that reveal real ability. AI runs throughout, from page and form builders to initial screening and analytics. An ATS tracks applications, a talent CRM tracks contacts. Untap builds the relationships and the pipeline.
From first touch to hire
One continuous record
01Joins the community
Day 0Branded portal signup, profile and skills captured once.
02Applies to open roles
3 applicationsMatched to Graduate Engineering 2026 and two adjacent reqs.
03Joins a learning journey
4 of 6 modulesSkill tracks and challenges build an evidence trail.
04Gets mentorship
2 sessionsMatched with an engineering mentor, sessions booked in-app.
05Wins the hackathon, climbs the ranks
Rank 3 / 8,4121st place in the Graduate Engineering Hackathon lifts their leaderboard standing.
06Gets hired
Offer acceptedScorecards and journey history travel with the offer.
Built for modern HR and recruiting teams
Reactive hiring, fragmented tools
Recruiting runs 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 comms scattered elsewhere. The result is lost candidates, slow hiring, and no clear view of the funnel.
The stack is fragmented
Sourcing, scheduling, assessments, and candidate comms live in different tools. Recruiters spend the week reconciling systems instead of moving people through the funnel.
Candidates fall through the cracks
Applicants stall between rounds, silver medalists are never contacted again, and follow-up depends on who remembers. Every lapse costs conversion and employer brand.
The ATS only tracks applications
An ATS activates when a requisition opens and records status changes. It was never designed to build relationships before the role exists.
The CRM collects contacts that never convert
Talent CRMs store profiles and send nurture emails, but never show whether a contact is 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 separate exports, so hiring reviews run on anecdote, not data.
Every requisition restarts the work
Sourcing begins from scratch each time, because 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 campaigns. Untap covers the work in between and around both: requisitions and programs, rounds and bookings, scorecards and offers, and the communities you re-open for the next role.
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 consistently, and offers, internal mobility, and communities carry the relationship forward.
Attract
Branded careers journeys, sourcing campaigns, campus cohorts, and talent programs bring qualified people in.
Engage
Nurture sequences, events, challenges, and stage-triggered messaging keep candidates warm between requisitions.
Evaluate
Rounds, interviews, assessments, and weighted scorecards produce comparable evidence, not scattered notes.
Hire & grow
Offers, acceptance, and onboarding hand-off, then internal mobility and community re-engagement for everyone else.
Every requisition and program feeds the same pipeline, so each hiring cycle starts further ahead than the last.
A talent portal candidates actually want to use.
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 build one profile in your branded portal instead of retyping the same details for every role.
Step 2
Always know where they stand
Stage updates, next steps, and interview details go out automatically: exactly 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 let candidates demonstrate skills and give evaluators comparable evidence.
Step 5
Stay connected after the decision
Candidates 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.
Core hiring workflows
High-volume screening and assessment
Screen thousands with scored assessments and automated shortlisting, then progress candidates in bulk without losing the audit trail.
Talent pooling and candidate rediscovery
Segment silver medalists, past applicants, and future talent into communities, searchable by skills, assessment results, and engagement the moment a requisition lands.
Branded candidate portals and self-scheduling
A branded portal on your own domain, with interview slots candidates book themselves and clear communication at every stage.
Internal mobility and employee career progression
Open programs and roles to employees with the same structured evaluation, so internal candidates are assessed as fairly as external ones.
Experiential talent programs
Untap moatHackathons as talent discovery
Time-boxed challenges reveal real ability in candidates who never look strong on a CV, with participants flowing straight into pipelines.
Innovation challenges for pipeline engagement
Role-relevant challenges keep talent engaged between requisitions and produce scored evidence hiring managers can act on.
Recognition and award programs for talent visibility
Surface high performers in your community, strengthen employer brand, and add named talent to your pipeline.
Modular by design. Use one module, a few, or all of them.
Every module works on its own and gets better together, with AI where it saves real time: AI page and form builders for branded pages and applications, AI initial screening to shortlist, and AI-driven analytics on pipeline health. Programs, rounds, bookings, evaluations, messaging, communities, analytics, and integrations all write to the same candidate record, so you can start with one use case and expand to an end-to-end system without migrating again.
Start with one module
Run just evaluations, bookings, or a talent community alongside the tools you already own.
Add modules as you grow
Switch on new modules when you need them. Data and candidate history carry over automatically.
Or run it end to end
Use Untap as the full hiring system from sourcing and engagement through offer and internal mobility.
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 on a single talent record.
Pipeline analytics
Community → hire conversion
AI-assisted screening
Rank high-volume applications against criteria-based rubrics, so recruiters work the shortlist rather than the stack.
Structured, defensible evaluation
Weighted criteria, panel management, and calibration keep decisions consistent across interviewers, regions, and seasons.
Candidate communication at scale
Stage-triggered messaging keeps every candidate informed, protecting conversion and employer brand in 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.
The hiring outcomes Untap reports on
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 costs 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.
One system for sourcing, engagement, evaluation, and talent communities makes every subsequent hire faster, better qualified, and easier to defend.
Enterprise Ecosystem & Compliance
Untap fits your existing HR stack and meets the security and privacy standards enterprise teams review before rollout.
Connects to your existing HR stack via API.
ISO/IEC 27001:2022 certified
Information security managed against an independently audited standard, with documented controls and regular review.
GDPR and data privacy compliant
Consent, retention, and deletion workflows that meet GDPR and regional privacy requirements.
Enterprise-grade encryption and RBAC
Encryption in transit and at rest, plus role-based access so each recruiter, hiring manager, and evaluator sees only what they should.
Built for teams that hire at scale
Wherever your candidates come from, the same infrastructure runs sourcing, assessment and talent communities.
189 capabilities, not a starter tier
Every job below ships on the same shared engine. Nothing here is an upsell, a bolt-on or a separate product — this is what you get when you run on Untap Talent.
Two things teams do not expect to find here
Most platforms in this category stop at intake and scoring. Untap also carries a learning management stack and an events and bookings stack — natively, on the same participant records.
A full training stack, included
Run onboarding academies, pre-hire training and assessment courses in the same place you hire: lessons, quizzes, assignments, progress tracking and certificates — with quiz scores usable as shortlisting criteria.
See training capabilitiesEvents, sessions and bookings
Schedule interviews, assessment centres and info sessions with bookable slots, mentor and interviewer calendars, attendance tracking and automatic reminders.
See events capabilitiesThe rest of the Untap platform
Talent, Innovate and Compete run on one shared engine — start with the product that matches your primary goal, and every capability (hackathons, challenges, judging, pipelines) is available natively, not gated behind a separate purchase.
Adding a product unlocks a different primary workflow — always-on community management in Innovate, a structured hiring pipeline in Talent, time-boxed program operations in Compete — not features you already have.
One flat price covers unlimited programs across all three products — see pricing.
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.