FLY / SCREENING CALLS
It calls. You read the transcript.
Fly rings the shortlist, asks the questions you approved, answers the ones candidates always ask, and books the ones who fit.
SCREENED · SLOT HELD
Fill the role, not the forms.
The complete applicant tracking system, with an agent inside it that sources, screens, writes, calls and books. Nothing goes out until you approve it.
BUILT FOR TEAMS WHERE THE ROLE CANNOT WAIT
StaffingTechnologyHealthcareLogisticsFinanceManufacturingHospitality
ONE WORKSPACE / EVERY STEP OF THE HIRE
Better hires for the team. Fewer hours for the recruiter.
Atsifly turns an open role into a ranked shortlist with the evidence attached, outreach already drafted, calls already made and interviews already in the diary. A recruiter sets the standard, the agent does the routine work, and every action that reaches a candidate is approved by a person first.
THE RECRUITING OPERATIONS VIEW
See what is stuck. Prove what worked. Lower the cost.
Every role produces an operating signal. The workspace gives recruiters, hiring managers and owners one governed view of pipeline, scoring evidence, interview load, compliance gates, spend and cost per hire.
Scoring evidenceApproval queueInterview loadCompliance gatesSpend controlsCost per hire
Explore recruiting operations NORTHWIND TALENT / RECRUITINGPRODUCT VIEW SAMPLE DATA
Applicant tracking Market sourcing Evidence-backed scoring Drafted outreach Screening calls Interview scheduling Multi-board posting Inclusive wording checks Compliance gates Hire missions Cost per hire Client invoicing Payroll handoff
THE WORK / IN MOTION
See the handover before you try it.
Three short films show the same rule at work: the agent prepares the whole step, and a person approves it before anything reaches a candidate.
SHORTLISTS / EVIDENCE
Every score shows its work.
Open any rank and see the exact lines it came from. Disagree, adjust the weighting, and the whole list re-sorts.
HIRE MISSIONS / BACKGROUND
Hand over the role, not the decisions.
A mission works the pipeline while you do something else, and comes back with a shortlist and a list of things to approve.
Product visualizations. Candidates, roles and companies shown are illustrative.
ONE AGENT / ONE WORKSPACE / ONE APPROVAL LINE
A recruiter who never runs out of Tuesday.
Fly is who does the routine work. The workspace is where your team stays in control of it. The record is what makes both defensible when somebody asks why.
01THE AGENT
Fly
The recruiter next to you. Fly reads the brief, searches the market, ranks applicants with the evidence behind every score, drafts outreach in your voice, calls candidates and books interviews. It proposes, you confirm, and nothing leaves the workspace before you say so.
Meet Fly02THE WORKSPACE
The complete ATS
Roles, applicants, pipeline, interviews, offers, clients and invoices in one system. Post to every board from one brief, keep the whole team on the same board, and read the reason behind every score, message and decision.
See the workspace03THE RECORD
Trust and compliance
Adverts checked before they publish, rejection reasons tied to a stated requirement, named approvals on every send, and retention that runs on its own. The part that matters when somebody asks you to explain a decision six months later.
See how we handle dataOUR PHILOSOPHY / PROPOSE, THEN CONFIRM
The agent proposes. You confirm. Always in that order.
Hiring decisions belong to people, so Fly is built as a colleague rather than an autopilot. It prepares the whole step, shows the evidence it used, and waits. You can send it, edit it, or throw it away. That single rule is why the messages sound like your team, why the shortlist survives a debrief, and why a rejected candidate can be told exactly which requirement was not met. Speed comes from removing the typing, not from removing the judgement.
Every score cites its source
Open a rank and read the exact lines from the CV, the answers and the call that produced it. Change the weighting and the list re-sorts.
Written the way you write
Outreach, rejections and offer notes are drafted from your own approved messages, so nothing reaching a candidate reads like a template.
Nothing sends itself
Messages, calls, adverts and offers queue for approval. The approval is recorded with who signed it and when.
Ready for the hard question
Bias checks run before an advert publishes and before a candidate is rejected, and the decision record is kept for the retention window you set.
EVIDENCE ON EVERY SCOREAPPROVAL BEFORE ANY SENDYOUR VOICE, NOT A TEMPLATEDECISION RECORDS KEPTDATA STAYS IN YOUR WORKSPACE
EVIDENCE ON EVERY RANKFROM 240 APPLICANTS TO A DECISION
It does not stop at the score.
A useful shortlist is not a number next to a name. It is a rank you can defend in a debrief, with the sentence that earned it, the question that confirmed it and the gap that still worries you.
- The exact lines behind every score
- Weightings you set, and can change
- Screening answers and call transcripts attached
- Gaps and risks stated, not hidden
- A rejection reason a candidate can be told
SEVEN JOBS, ONE CHAIN
Everything between the open role and the signed offer.
Each of these was a separate tool, a spreadsheet or an afternoon. Here they run as one chain with one approval line.
See all features ↗
Find the people who never saw your advert.
Explore market sourcing
Read every applicant. Rank with the evidence.
Explore screening and scoring
A real phone call that screens, answers and books.
Explore candidate calls
Slots that fit the panel and the candidate.
Explore interview scheduling
One brief, every board, checked before it goes out.
Explore job posting
Wording, criteria and decisions checked for fairness.
Explore inclusive hiring
Decisions you can still explain six months later.
Explore compliance and records
Profiles, placements, timesheets and invoices in one chain.
Explore clients and invoicingOUR MISSION
Give recruiters back the part of the job they liked.
Most hiring software is a filing cabinet with a search box: excellent at storing applications, absent when the work is actually hard. The hard part is reading 240 CVs before Friday, chasing four calendars for one interview, writing the same message ninety times and still having a good conversation with the person at the end of it. We built Atsifly so the routine part happens on its own and the human part gets the whole day.
Read our story ↗START WITH ONE ROLE
Tell us which role is stuck.
We will map the brief, the scoring criteria, the boards, the approvals and the systems your team already uses, and run the first shortlist with you.
Talk to us