We ship continuously. Below is the highlight reel — major releases over the last six months, with enough detail to know whether each one matters to your team.
Managers can now instantly convert review feedback into actionable development roadmaps. Screeq analyzes multi-source appraisal data to suggest specific training modules and milestone timelines tailored to each employee's growth areas.
Employees can now upload IDs or certifications to automatically populate profile fields via OCR, eliminating manual data entry and ensuring record accuracy during self-service onboarding updates.
Candidates can now execute code in a secure, multi-language sandbox during AI interviews, allowing the agent to evaluate logical accuracy and troubleshoot syntax errors in real-time.
Automatically flags discrepancies between gross-to-net calculations and historical averages, identifying edge-case payroll variances before final disbursement to ensure global compliance.
The Org Chart now automatically groups cross-functional project teams and dotted-line reporting relationships, giving HR leads a clear view of informal influence networks beyond the standard hierarchy.
Reviewers now receive real-time alerts for gender or proximity bias and inconsistent rating patterns, ensuring more equitable and objective feedback across diverse teams.
Automatically recalculates time-off balances when changing accrual policies mid-cycle and provides a one-click reconciliation workflow to handle historical discrepancies.
Users can now tag colleagues in candidate notes to trigger instant emails containing a live snapshot of the specific record, allowing team members to respond directly from their inbox without manual navigation.
The recruiting pipeline now features an AI-driven health score for every active candidate, analyzing communication sentiment and response latency to flag high-intent talent or those at risk of dropping out.
Employees can now explore personalized internal career trajectories based on their current skill set and performance history, receiving AI-generated gap analyses and specific learning paths to qualify for open internal roles.
Recruiters can now view real-time interviewer capacity across the organization to prevent burnout and automatically redistribute panel assignments based on historical interview frequency.
The AI interviewer now detects when a candidate provides a partial or tangential answer, automatically generating context-aware follow-up questions to ensure all competency signals are captured without manual intervention.
Trigger background screens directly from the candidate pipeline with automated status mapping and secure document retrieval. This eliminates manual data entry between platforms and accelerates the final stage of the hiring workflow.
You can now create dynamic onboarding checklists where specific tasks only trigger based on a new hire's previous form responses or completed requirements. This prevents task bloat for new employees while ensuring specialized compliance steps are never missed.
Admins can now map specific hardware and software bundles to job titles, automatically triggering procurement requests and inventory allocation the moment a candidate signs their offer letter.
Managers now receive automated warnings during the approval workflow if a request risks dropping team capacity below custom thresholds, preventing understaffing during peak holiday periods.
Team members can now toggle intelligent notification batching to group rapid-fire application alerts and interview comments into a single summary, reducing inbox clutter while maintaining real-time visibility.
Recruiters can now toggle automatic PII masking when sharing candidate profiles externally, ensuring data privacy compliance by hiding phone numbers, emails, and home addresses from non-system users.
Recruiters can now configure automated pipeline triggers that instantly advance candidates or trigger rejection flows based on customizable score thresholds from integrated coding and logic assessments.
Employees can now upload receipts directly to their profile for instant extraction of dates, amounts, and vendors, with automated flags for policy violations before submission.
Managers can now define custom radius boundaries for job sites, requiring employees to be physically present to clock in via the mobile app and triggering instant notifications for out-of-bounds entries.
Managers can now generate unique QR codes for inventory items to perform instant physical audits via the Screeq mobile app, ensuring real-time sync between hardware location and employee records.
Candidates can now view a granular, live timeline of their application progress, including specific stages like 'Hiring Manager Review' or 'Background Check,' reducing inquiry volume for HR teams.
Integrated telemetry agents now feed asset health data into Screeq, allowing HR and IT to predict hardware failure and automate proactive replacement cycles before productivity is impacted.
Admins can now trigger automated asset retrieval tasks during offboarding, including shipping label generation and real-time status tracking for hardware returns to ensure inventory integrity.
Recruiters can now sync Screeq interview calendars with Slack, allowing hiring managers to accept invites and submit quick-score ratings directly within their DMs to accelerate the hiring loop.
Recruiters can now access candidate resumes and draft interview evaluations via the PWA without an active internet connection, automatically syncing data once connectivity is restored.
Screeq is now a member of the NVIDIA Inception Program — a global program that nurtures startups revolutionizing industries with technological advancements. Membership gives our team access to NVIDIA's AI platform, libraries and ecosystem, which we are putting directly into the AI behind candidate screening, scoring and interview analysis.
Superadmins can now define custom fields across 5 entities (employees, candidates, jobs, companies, legal entities) with 7 field types including dropdown, file upload and toggle. Offers support both uploaded and drafted attachments, and the existing template engine now covers full offer letter templating.
audit_log is now protected by database triggers that block UPDATE and DELETE (override gated by a server-only GUC). Tenant IP allowlists move from configuration to enforcement via a CIDR-matching helper and a server-side gate. Sub-processor change-notification infrastructure also landed.
New tenant-level security controls: "Require MFA for admins / everyone", configurable session idle timeout with auto sign-out, sign-in event log, periodic access reviews, IP allowlist foundation and a retention purge cron. All toggles ship off by default and are managed in /app/settings/security.
Column-level SELECT revoked on api_tokens.token_hash, assessments.access_token, company_invites.token, offers.access_token, standalone_interviews.invite_token, user_sessions.session_token and related fields. Resolves 14 scanner findings across deployment_config, employee_payroll_profile, job_questions, lms_assessment_questions, candidate_cvs and more.
Revoked broad SELECT on lms_assessment_questions and job_questions; correct_index, explanation and answer_key are now exposed only through a manager-scoped view. Replaced the legacy SECURITY DEFINER view flagged by the linter.
Legal entities can now run payroll on Monthly, Semi-monthly, Fortnightly or Weekly cycles. Payroll run generation and payslip PDFs respect the per-entity cadence; all existing entities stay on Monthly until a superadmin opts a branch in.
The employee export from Organisation → People now bundles currency, basic salary, allowances, IBAN, bank name, routing code, account holder, joining date, nationality, country code, MOL person ID, visa and Emirates ID — for full payroll-ready handover.
New sticky attendance ribbon with live elapsed timer and >9h amber warning across every page. Dashboard ships role-based view presets ("Hiring", "Core HR", "Manager", etc.) that apply instantly. employees gained personal_email, employment_group (default WPS) and probation_end_date; time-off policies gained allow_during_probation.
Two-way sync with BioTime fingerprint/face devices: daily punch import, exception flagging, and direct write-through into payroll-ready attendance records. Multi-device, multi-location, scheduled hourly.
Full-cycle payroll: salary structures, statutory deductions (multi-country), payslip generation, GL posting, and an auditable GL ledger that ties every payroll line to the journal entry that booked it.
Track required certifications per role with expiry alerts. Pair with curated learning paths and competency frameworks that feed directly into performance reviews.
Employees see internal openings tailored to their level and skills, apply in one click, and refer external candidates with auto-tracked bonuses and pipeline visibility.
Lightweight recognition built into the home feed: automatic work anniversaries, peer shoutouts, and company-wide announcements with read receipts.
Build pulse surveys with skip logic, anonymous submission, and segmented analytics. Pre-built templates for engagement, eNPS, onboarding, and exit interviews.
Public XML/JSON feeds per job board with structured-data payloads, refresh schedules, and source attribution back to the originating channel.
Drag-and-drop approval chains for any high-impact action: offers, comp changes, leave, expense, requisition. Branching by amount/role, escalation timers, and audit trail per step.
Searchable internal knowledge base with role-aware visibility. A dedicated "Manager Hub" surfaces all manager-only workflows in one console — team performance, approvals, headcount, leave.
Tune the AI screening model on your own rubrics and historical hire outcomes. Per-tenant prompt customization for tone, language, and competency framework.
Submit, approve, and reimburse expenses with per-category policies, receipt OCR, mileage tracking, and direct integration into payroll for net-pay reimbursement.
Employees download their own tax certificates, employment verification letters, and salary letters on demand. HR signs once; subsequent issuance is fully automated.
New free library: 50 role-based interview kits, each with 20 calibrated questions tagged behavioural / technical / situational / values, plus what to look for in answers.
ATS-friendly, copy-paste-ready JD templates for the most-hired roles in tech, GTM, ops, and people. Each ships with responsibilities, requirements, nice-to-haves, and a salary range.
JD Grader, Salary Benchmarker, and Interview Question Generator now save your last run locally and auto-replay pending inputs after you sign in — no more starting over post-signup.
Internal /admin/leads dashboard for captured marketing leads. Salary Benchmarker now uses Location, Experience, and Industry dropdowns; Interview generator adds a Seniority selector.
Blog, Glossary, JD Templates, Interview Questions, Best ATS, Comparisons, and Integrations now share a similarity-driven Related rail to keep visitors deeper in the resource ecosystem.
Multi-category support tickets (sales, support, press, security, careers, general) with rate-limited public submissions, threaded staff replies, and platform-admin triage.
All public-facing email surfaces now use a click-to-reveal obfuscation pattern that keeps the literal address out of crawled HTML, behind a single brand inbox.
Async screeners score natively in multiple languages with no English fallback. New heuristics flag tab focus loss, audio replay attempts, and unusual response cadence.
Optimistic reorder lands before the network round-trip even on large boards. Background sync reconciles silently.
Define salary bands per role and level, run merit cycles with manager-driven proposals and finance approval, and watch a continuous pay-equity report flag drift.
Configurable review cycles with peer/manager/self/upward channels, calibration sessions, and competency frameworks per role family.
Track laptops, badges, and equipment with printable QR labels. Signed handovers, repair logs, and depreciation schedules built in.
Central document library with templates, e-signature workflows, version history, and per-document-type retention windows for GDPR alignment.
Developer platform out of beta — webhooks for major platform events, scoped API tokens, public jobs endpoint, and signed payloads with retries.
Each tenant gets a CDN-cached, brand-themed careers site at their custom domain with SEO-clean job pages and JSON-LD markup.
Living org chart that respects role visibility, plus headcount-planning views for managers to model team growth against budget.
Pre-built dashboards for hiring, time-to-fill, pipeline health, and DEI plus a no-code builder for custom reports across every module.
Configurable accrual policies per country and role, manager approval flows, and a team calendar with conflict warnings.
Templated onboarding journeys per role with task assignment, document collection, asset issue, and milestone check-ins.
Installable PWA on iOS Safari and Android with offline drafting of candidate applications and push notifications for stage updates.
Native UI translations for English, Spanish, French, German, Portuguese, Italian, Arabic, Hindi, Chinese, Japanese, and Korean.
If-this-then-that automation across the platform: pipeline events trigger emails, webhooks, or assignments without leaving the product. Slack and Teams actions on the roadmap.
Every data-touching staff action (candidate viewed, stage changed, exported, role assigned) lands in a searchable, exportable audit log.
Two-way Google Calendar sync with conflict detection, ICS invites, and a self-serve interview-slot scheduler for candidates. Outlook / M365 on the roadmap.
Optional, segregated EEO collection with configurable retention windows and strict separation from hiring decision data.
Per-job scoring rubrics that the AI follows transparently — every score links back to the criterion and the evidence in the application.
The original ATS — drag-and-drop pipelines per job, configurable stages, saved views, bulk actions across hundreds of candidates at a time.
Branded candidate portal where applicants track stage, reply to recruiters, upload documents, and self-schedule interviews from one link.
Reusable templates for outreach, rejections, offers, and interview invites with merge fields, per-stage suggestions, and team-shared snippets.
Import jobs, candidates, and applications via CSV with column mapping, dry-run validation, and detailed error reports per row.
Granular roles (admin, recruiter, hiring manager, interviewer, viewer) scoped per job or department with audit-friendly assignment history.
Global search now ranks by relevance across candidates, jobs, and notes with sub-100ms responses and typo tolerance for names and emails.
Connect a Slack workspace and route per-job notifications for new applicants, stage changes, and approvals to the right channel.
One-click distribution of public jobs to LinkedIn, Indeed, and Google for Jobs with structured data and applicant attribution back to source.
Parse PDFs, DOCX, and scanned CVs into structured candidate profiles. Cross-job duplicate detection with merge suggestions on import.
Drag-and-drop form builder with conditional logic, file uploads, knockout questions, and consent checkboxes per region.
Structured interviewer scorecards per stage, collaborative notes, and a hire/no-hire summary that aggregates across the panel.
Per-tenant retention policies, candidate-initiated data exports and deletion requests, and consent capture wired into every public form.
Each tenant gets a hosted /jobs page plus a copy-paste embed widget for marketing sites, with live job count and SEO-clean job detail URLs.
Workspace isolation, per-tenant subdomains, SAML/OIDC SSO with Google Workspace and Microsoft Entra, and SCIM-ready user provisioning.
First public release. Jobs, applications, pipelines, async AI interviews, and the foundations of the HRMS — all on one tenant, one login, one bill.
Want a heads-up when we ship something big? Email and we'll add you to the list.
