Smarter job setup, real match scores and a new credits hub

Job creation

• Shorter wizard. Interviews, bulk upload and ideal candidate are no longer setup steps. Publish from Preview and you land on the job page.
• Preview is the last stop. Edit any section from Preview and you return to exactly that step.
• Drafts resume where you left them. Every draft reopens at its exact step.
• James Darwin asks before guessing. If the role title is ambiguous, the JD chat asks which industry the role is in. It always resolves to a city, never a bare country.
• Variable pay as a percentage. Enter "15% variable" and it stays a percentage.
• Location flows through. The location you agree in the JD chat pre-fills Step Two.

Search Strategist

• It fills itself now. Skills, responsibilities, education, specialization, job function and target companies are extracted from your JD the moment you proceed.
• Two new sourcing signals. Specialization is the candidate's craft; Job Function is where the role sits in an org chart. Both are kept separate from Industry.
• Preferred and no-poach companies. Tell AiRA which teams to source from first and which never to touch.
• Education without a named degree. If your JD does not name a specific degree, the level you told James Darwin (bachelor's, master's, PhD) is used.
• Cleaner form. Tags wrap properly, nothing overflows, brand palette throughout.

Hiring-manager approval

• Screening questions can be approved. Send them to your hiring manager alongside JD, compensation and education. If requested, the job cannot publish until they sign off.
• Rebuilt review page. A numbered accordion with per-section approve.
• Locked weights stay locked. Evaluation-matrix weights you set by hand are never overwritten by AI regeneration.

Job boards

• Five boards per job. AiRA ranks the boards and picks the best five for the role and location; your company defaults win the slots on a fresh job.
• New boards. Naukri (free, India) and the TheHireHub Careers Page.
• Boards lock at go-live. Once a job is live its board slots are final. Candidate intake and pipeline moves wait until the job is live.

Job documents

• Up to five internal files per job. Upload, rename and remove from the new Documents row on the job page. Visible to your team only.

Matching and scoring

• Real scores, always. Every candidate gets the AI's full weighted score. A candidate from a different field is called out clearly in the summary, and you can still see how they compare on everything else.
• Screening failures explained. A candidate who fails screening is still scored, and you see which question failed and what they answered.
• Faster matching. Bulk uploads are scored in parallel.

Candidates and applying

• Not currently employed. Candidates can say so on the application form; current and variable CTC are hidden for them, and employment status shows across candidate views.
• Better apply screens. Submitted and already-applied pages redesigned, with a LinkedIn follow.
• Large resumes welcome. Long, detailed resumes parse reliably on apply.
• Richer candidate detail. Variable salary shown next to current salary; count badges on Collective Feedback and Comments; feedback results attributed to each panelist with inline comments.
• Tidier pipeline. Sourced and passive lists sort newest first, bulk rows align, panelists get a badge, and Back returns you to the list you came from.
• Privacy. Gender is no longer a recruiter-facing filter.
• Bulk upload defaults CTC to the job's currency and shows a new AiRA progress indicator.

Interviews

• Rounds config redesigned. An accordion per round, with a stepper. Every round needs a name before you save, and a round freezes once its scheduling link reaches a candidate.
• Pool rounds have no lead. Decision rights follow the round format and are enforced server-side.
• Simpler rescheduling. The request-and-approve flow is gone. A candidate can reschedule until the slot starts; after that, re-booking goes through the no-show flow. The scheduling page tells the candidate who asked.
• No-show flow. Mark a no-show with a reason, then choose reschedule or reject. Reject is for managers; panelists get an advisory disapprove.
• Feedback opens at slot start. In-progress interviews appear in your feedback-owed list, and unscored attributes get a real slider.
• Panelist to-dos. Feedback and availability to-dos sit together; "Set times" opens the availability editor.
• Scheduling polish. Day tiles run left to right, failed availability ranges retry, one Back on the confirm screen, cancel modal rebuilt.

AI interviews

• Five spoken languages. Run AI interviews in English, Hindi, Spanish, French or German, and preview the voice in the chosen language before you save the round.

AiRA chat and dashboard

• Crisp first, detail on request. AiRA answers briefly and offers more.
• Quieter chat. The welcome-back is a normal chat message; nudges collapse into one "N roles need attention" row; scrolling and send are steadier.
• Sharper numbers. Exact job counts on the dashboard, and CSV exports named after their dataset.

Credits and billing

• New credits hub. What's left and where it went, usage over the last 7/30/90 days, spend by job with per-job limits, a paginated ledger, extra-slot purchase history and quarterly carry-forward.
• Credit alerts. Low balance (two thresholds), job limit reached, unusual usage spike and a weekly digest - by email and in your dashboard feed. Admins choose which alerts run and who else receives them.
• Confirm before you buy. Pack and extra-slot purchases show a confirmation with the exact charge first.
• Replenishable slots for everyone. Active-job slots top up on your plan's schedule.
• Trial seat cap counts real members, on invites, role changes and admin mapping alike.

Currency

• One source of truth. Every currency comes from the platform; nothing is defaulted silently. Salary limits are bound by what can be stored, not by currency.

Email

• Recruitment-firm branding. Emails sent on behalf of a client carry your firm's own logo, and email template edits apply per client profile.

Sourcing

• Preferred companies first, at every geography tier. Your own current employees are never sourced for your jobs.

Security and platform

• Stronger account security for sign-in sessions, password resets and OTPs.
• Choose your sign-in method before an OTP is sent.
• Consistent times everywhere. Activity and outreach timestamps read correctly in every timezone.
• Faster across the board. Job setup, candidate lists and matching all respond quicker.