HireFlow.
Complete applicant tracking system for the public sector and SMEs where traceability and equal treatment are not negotiable.
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Recruiting at most organisations still runs through a chain of spreadsheets, email attachments and shared calendars. Traceability is poor, accountability unclear, GDPR compliance a quarterly fire drill. When an appeal or audit lands, there's no system answer to "who decided what, when, and why".
Larger organisations solve it with Workday, Teamtailor or Reachmee — all decent products, but pricing starts in six figures a year and customisation is bounded by what the vendor accepts.
HireFlow is a complete ATS built with GDPR and Swedish public-sector practice as architectural requirements, not add-on features. Anything that can be logged is logged. Anything touching personal data carries a retention policy. Every decision traces to a named user.
What it does
- Public job board with application form, CV and cover-letter upload, automatic duplicate detection, unique application number.
- Multi-stage assessment with independent reviewers scoring against a rubric — the system aggregates, removing individual reviewer bias.
- Interview handling — define interview types per role, schedule with multiple participants, automatic calendar invites, structured feedback.
- Digital offers of employment — the candidate views, accepts or declines via a unique link; password or BankID (feature flag).
- Candidate portal with magic-link — application status, upcoming interviews, current offer, GDPR export and self-service deletion.
- Bulk operations with idempotency — reject fifty candidates with one click without risking double notifications if the network blinks.
- Equal-treatment reports — recruiting funnel, time-to-hire, gender distribution per stage, source effectiveness, CSV export.
- Audit trail on everything — every status change, every note, every bulk operation logged with user, timestamp and reason.
What sets it apart
It's not the feature list, it's the foundation. GDPR is not a checkbox but an architectural principle. Audit logging lives in the data core, not as a bolt-on module. Seven-year archiving of signed offers per Swedish labour-law practice. Reviewability of every individual decision. This is what you need when the privacy regulator knocks.
Auditable from the first job posting to the seven-year archive.