Hiring, run with the same rigor as delivery. Built in-house, powered by AI.
From job requisition to signed offer — applicant tracking, AI resume parsing, interview scheduling, and interviewer-quality scoring, all in one system built by the same team that uses it every day.
One system, every hire.
Requisitions, applicants, interviews, and offers — tracked, scored, and reported without leaving the platform.
Every hire moves through five tracked stages.
A requisition becomes a role, a role attracts applicants, applicants become applications — and every status change is logged, so nothing falls through the cracks.
Requisition
Hiring Managers raise a role from a reusable template or from scratch. Recruitment Managers review, approve, and assign recruiters.
Applicant
Candidates enter the pool via resume upload, a public application form, AI-sourced matches, staffing vendors, or employee referrals.
Application
Each applicant is tracked against a requisition through screening and shortlisting, with every status change timestamped and attributed.
Interview
Multi-round scheduling — technical, HR, management, finance — with calendar invites, Meet/Teams links, and AI-prepped questions.
Selection
Final approval, offer details, and acceptance tracking through to the join date.
AI does the busywork, recruiters make the calls.
Nine AI capabilities are woven directly into the pipeline — not a bolt-on chatbot, but the actual mechanism that screens resumes, preps interviewers, and grades interview quality.
Resume Parsing
Upload a PDF or Word resume and it's auto-extracted into structured fields — contact info, experience, skills, education, CTC. No manual data entry.
AI Job-Match Scoring
Every applicant is scored against a requisition's skills, experience, location, notice period, and salary fit — before a recruiter opens the file.
Interview Question Generation
Questions tailored to the candidate's resume or the job description, with adjustable difficulty and answer guidance for interviewers.
Interview Transcription
Calls on Google Meet or Microsoft Teams are automatically transcribed — no one has to take notes during the interview.
Hiring-Signal Analysis
Every transcript is summarized into strengths, concerns, a recommendation, and candidate sentiment — a searchable record instead of a memory.
Interviewer Performance Scoring
Interviewers are scored on communication, question quality, listening, and punctuality — and checked against how well their call matched the AI's independent read.
Candidate Questionnaires
A tokenized link lets candidates answer standard screening questions on their own time; AI evaluates the answers before a recruiter reviews the file.
Sensitive-Note Detection
Recruiter notes are automatically flagged if they mention salary or CTC, keeping sensitive details out of the wrong context.
Skill Taxonomy
New skills are auto-classified into a consistent category set once, then cached — every candidate profile groups skills the same way, at no extra cost.
See the whole funnel, not just today's headcount.
Every number a recruiting lead actually asks for.
Time-to-hire, offer acceptance, funnel drop-off by stage, requisition aging, source performance, and interviewer quality — computed live, not assembled by hand in a spreadsheet.
Talk to us about reporting →Permissions that match how hiring actually works.
Four internal roles, each scoped to exactly what they're accountable for — plus a fifth, lighter path for the person actually applying.
Hiring Manager
Raises requisitions for their team and tracks applicant progress against them.
Recruitment Manager
Approves requisitions, assigns recruiters, manages job templates, and makes the final selection call.
Recruiter
Owns the applicant pool day to day — uploads resumes, schedules interviews, updates status, and shortlists candidates.
Interviewer
Sees their assigned interviews, candidate profiles, and job descriptions, and submits structured feedback after each round.
Applicant
Applies through a public form, resume upload, or a shared questionnaire link — no login, no account.
Scheduling and screening that plug into tools you already use.
What teams ask before they run their hiring on it.
Straight answers on where the AI helps, where it stops, and who makes the call.
What is spurtree ATS?
spurtree ATS is an applicant tracking system that runs hiring from job requisition to signed offer in one platform — applicant tracking, AI resume parsing, interview scheduling, and structured interview feedback. It was built in-house by SpurTree Technologies, which uses it to run its own hiring.
How does the hiring pipeline work?
Every hire moves through five tracked stages: requisition, applicant, application, interview, and selection. A hiring manager raises a requisition, a recruitment manager approves it and assigns a recruiter, candidates enter the pool and are tracked against that requisition through screening and shortlisting, interviews are scheduled across multiple rounds, and selection covers final approval through to the join date.
Every status change is timestamped and attributed to the person who made it.
Does the AI reject candidates automatically?
No. The AI scores and ranks; recruiters and hiring managers decide. Job-match scoring rates an applicant against a requisition's skills, experience, location, notice period, and salary fit, and that score is presented to a recruiter — it does not advance, reject, or filter anyone out of the pipeline on its own.
Every status change in the pipeline is attributed to the person who made it, so the record shows who decided what at each stage.
What does the AI actually do in the hiring process?
Nine things, woven into the pipeline rather than bolted on as a chatbot: resume parsing into structured fields, job-match scoring, interview question generation, interview transcription, hiring-signal analysis of transcripts, interviewer performance scoring, AI evaluation of candidate questionnaires, sensitive-note detection, and skill taxonomy classification.
The dividing line is consistent: AI does the reading, transcribing, and summarising; people make the hiring calls.
Are interviews recorded and transcribed?
Interviews held on Google Meet or Microsoft Teams are automatically transcribed, so no one has to take notes during the call. Each transcript is summarised into strengths, concerns, a recommendation, and candidate sentiment, giving a searchable record rather than a recollection.
Why does ATS score interviewers as well as candidates?
Because interview quality varies, and it is usually invisible. Interviewers are scored on communication, question quality, listening, and punctuality, and their assessment is checked against the AI's independent read of the same conversation — which surfaces the rounds where a candidate was judged on a poor interview rather than their own performance.
Which calendar and meeting tools does ATS work with?
Google Calendar and Meet, and Microsoft Teams via Graph. Interview scheduling sends calendar invites with meeting links attached, and candidate-facing links are delivered over Gmail. Reports export to multi-sheet Excel workbooks.
Do candidates need to create an account to apply?
No. Candidates apply through a public application form, a resume upload, or a shared questionnaire link — no login and no account. Screening questionnaires are sent as a tokenised link so candidates can answer in their own time.
What reporting do recruiting leads get?
Time-to-hire, offer acceptance, funnel drop-off by stage with reasons, requisition aging, source-channel performance, and interviewer quality — computed live rather than assembled by hand in a spreadsheet. Every report exports to a multi-sheet Excel workbook, org-wide or drilled into a single requisition.
How is candidate personal data handled?
Resumes and candidate records are personal data and are treated as such. Recruiter notes are automatically flagged when they mention salary or CTC, keeping compensation details out of the wrong context, and access is scoped by role so interviewers see only their assigned interviews and the profiles attached to them.
Which AI models does ATS use?
Scoring and analysis run on OpenAI and Claude models. Candidate data is sent to them only for the specific task being performed — parsing a resume, generating questions, summarising a transcript.
Want to see ATS run your next req?
Log in with your Off1ce account, or tell us what your hiring process looks like today — we'll show you where the AI layer fits.