Resume parsing & ranking
Turn unstructured resumes into clean, structured profiles and rank candidates against each JD - cutting time-to-shortlist while keeping the final call with your recruiters.
Bespoke AI intelligence for your talent function.
Not another one-size-fits-all HR tool. Jobtrix builds custom AI intelligence layers on top of the systems you already run - parsing and ranking resumes, generating JDs, extracting interview insight, and predicting attrition and offer-acceptance - with responsible-AI controls, human-in-the-loop, and enterprise-grade security throughout.
Overview
AI that fits your data, your workflow and your definition of a good hire
Generic AI features assume your roles, your candidates and your success signals look like everyone else's. They don't. Jobtrix builds intelligence layers grounded on your data and calibrated to your outcomes - deployed inside your ATS and HRMS, not in a separate tool nobody adopts.
We are AI-native but pragmatic: we apply models where they measurably improve speed, quality or foresight, and we keep a human in the loop wherever a decision affects a candidate or an employee. Every model is bias-tested, explainable and monitored - so you get the upside of AI without the compliance and fairness risk.
- Grounded on your data - models calibrated to your roles, funnel and quality-of-hire signals.
- Responsible by design - bias testing, explainability and human-in-the-loop on every decision.
- Inside your stack - delivered through your ATS/HRMS via APIs and webhooks, not a separate silo.
- Private & secure - DPDP, GDPR and SOC 2-style controls; your data never trains external models.
Faster funnels
Automated parsing, ranking and screening compress days of manual review into minutes.
Better foresight
Predictive models flag attrition and offer-decline risk before they cost you the hire.
Fairer decisions
Bias-tested models and explainable outputs help you hire consistently and defensibly.
Fits your systems
Intelligence delivered inside the ATS and HRMS your team already uses every day.
Key features
Six intelligence layers for HR and talent acquisition
Deploy one, or compose several - each built bespoke, grounded on your data and wired into your workflow.
JD generation & optimisation
Draft accurate, inclusive job descriptions in your voice, then optimise them for clarity, reach and de-biased language - grounded on your existing role library.
Interview intelligence
Capture interview notes, generate structured summaries and consistent scoring, and surface signal across a panel - so hiring decisions rest on evidence, not recall.
Predictive attrition modelling
Identify the roles, teams and profiles most at risk of leaving, with the drivers behind each prediction - so HR can intervene before regretted attrition hits.
Offer-acceptance prediction
Estimate the likelihood a candidate accepts an offer and what moves the odds - so you calibrate offers, protect fill rates and stop losing finalists at the last step.
Skills extraction & talent matching
Extract skills from resumes, JDs and internal profiles into a normalised taxonomy, then match people to roles and roles to internal talent for smarter hiring and mobility.
How it works
From data audit to production, in five steps
A disciplined delivery approach that builds trust in the model before it touches a real decision.
1 · Discovery & data audit
We identify the highest-ROI use cases and audit your data - volume, quality, labels and gaps - so we build on solid ground and set realistic accuracy expectations.
2 · Model selection & grounding
We choose the right approach - from proven components to bespoke models - and ground them on your data, balancing accuracy, cost, latency and explainability.
3 · Build & validate
We build, then validate against held-out data and run bias and disparate-impact checks across protected groups - with a human review loop before anything ships.
4 · Integrate
We deliver the intelligence inside your ATS and HRMS through native connectors, REST APIs and webhooks - so it appears in your workflow, not a separate tool.
5 · Monitor & retrain
We monitor accuracy, drift and fairness in production and retrain on a schedule as your data and market evolve - keeping models trustworthy over time.
Responsible AI & security
Powerful models, held to a higher standard
AI in hiring touches people's careers and your legal exposure. We engineer fairness, transparency and security into every solution - the reason our AI clears enterprise ethics and security review.
- Bias & fairness testing - disparate-impact analysis across protected groups, with proxy-variable monitoring.
- Human-in-the-loop - models recommend; people decide on anything affecting a candidate or employee.
- Explainability - recruiters can see the factors behind every score and prediction.
- DPDP, GDPR & SOC 2-style controls - consent, retention, access control and audit built in.
- Private & residency-aware - encrypted, private tenancy; your data never trains external models.
APIs & webhooks into your stack
Intelligence delivered where your team already works - not in yet another login.
Your ATS
HRMS - SuccessFactors, Workday, Darwinbox, Keka
Job boards & Naukri
LinkedIn
Assessment platforms
Data warehouse & BI
REST APIs
Webhooks
SSO / SAML
Explore next
Compose your AI-native HR stack
AI solutions are strongest alongside the rest of the Jobtrix stack - and the recruiting teams that put them to work.
Personal HR GPT
A private, grounded LLM assistant for drafting, screening and policy Q&A.
Digital Twin Candidates
AI profiles and simulations for role benchmarking and skill-gap modelling.
Talent Analytics
People dashboards and BI that turn your funnel data into decisions.
Custom ATS
A bespoke applicant tracking system to host these intelligence layers.
Reports & Research
Talent maps and market intelligence to steer where AI should focus.
Diversity Hiring
Inclusive sourcing and DEI, reinforced by bias-tested AI.
FAQ
AI Solutions for HR, answered
The fastest returns usually come from high-volume, repetitive work: resume parsing and ranking to cut time-to-shortlist, JD generation to speed requisition intake, and interview intelligence to reduce panel effort and improve consistency. Predictive models for attrition and offer-acceptance pay off next by protecting revenue and pipeline. We start with a data audit and prioritise the use cases where your volume, data quality and business pain intersect.
Responsible AI is built into our process, not bolted on. We test models for disparate impact across protected groups, exclude and monitor proxy variables, keep a human in the loop for every decision that affects a candidate, and provide explainability so recruiters can see why a recommendation was made. Models are validated before launch and monitored in production, with periodic re-testing as your data evolves.
Yes. You own your data and the bespoke models and configurations we build for you. Everything runs in private tenancy with encryption and access control, your data is never used to train external or shared models, and we align to India's DPDP Act 2023, GDPR and SOC 2-style controls with configurable data residency.
Yes. Our AI solutions are designed as intelligence layers on top of the systems you already run. We integrate with your ATS, HRMS, job boards and productivity tools through native connectors, REST APIs and webhooks - so parsing, ranking, summaries and predictions appear inside your existing workflow rather than in yet another tool.
Buy where a commodity tool solves a generic problem well; build where the workflow, data or accuracy requirements are specific to you and create competitive advantage. We are honest about the trade-off - often the right answer is a hybrid: proven components integrated and grounded on your data, with bespoke models only where they earn their place. We help you make that call in the discovery phase.
Put AI to work on your hardest HR problems.
Tell us your bottleneck and we'll scope the intelligence layer that moves the metric - bespoke, bias-tested and built into your stack.