DaCodes Recruit — Hiring & Recruitment Platform
Built for recruiters, hiring managers & talent operations
Every role, moving forward. Every candidate, in one pipeline.
DaCodes Recruit unifies vacancies, candidates, interviews and offers in a single workspace — with generated job descriptions, automatic candidate scoring, bias checks and a pipeline funnel that shows exactly where every hire stands.
Good afternoon, Laura
You have 29 new candidates and 14 résumés to review across 4 open roles.
Not more screening calls. Better shortlists.
Aggregated results from DaCodes Recruit rollouts at in-house talent teams across Latin America during 2024–2025.
One platform. Every hiring view.
Vacancies, candidates, pipeline, interviews, offers and analytics — built around an engine that drafts descriptions, scores fit and flags bias before it reaches a shortlist.
Describe the role.
Get a ready-to-post job description in seconds.
Give it a title, level and a few notes — it drafts a structured description with responsibilities, requirements and a screening rubric. Edit anything, then publish to your careers page and job boards in one step.
Drag candidates through every stage.
Six stages — Applied, Screening, HR, Technical, Final and Offer. Group by vacancy or recruiter. Move a card and the funnel, conversion rates and candidate timeline update everywhere.
Where every candidate actually sits
Live conversion per stage — not a weekly status email.
Where are you losing candidates?
Stage-to-stage conversion across the whole funnel, recalculated as candidates move. The biggest drop-off is surfaced for you — so you fix the bottleneck instead of guessing where it is.
A searchable bench, ready when the next role opens.
Every past applicant kept warm and tagged by skill, seniority and source. Filter by stack, location or score and build a shortlist from people who already know you.
Catches skewed language and funnels
Scans descriptions for exclusionary wording and watches stage-to-stage pass rates for unexplained gaps. Surfaces concrete flags — not vibes — with a suggested fix you can apply in place.
A workflow built around one hiring pipeline.
Four moments in every hire — each starts from a draft you can edit and finishes with a decision your whole panel can stand behind.
From a one-line brief to a ready-to-post role.
Type the title, pick a level and add a few notes. The builder drafts a structured description — summary, responsibilities, requirements and a screening rubric — calibrated to similar roles you've hired before. Edit anything, accept the rest, and publish to your careers page and job boards in one step.
Create new vacancy
Describe the role and get an editable job description and screening rubric in seconds.
One pipeline. Every candidate, the same view.
Drag a candidate from Applied to Screening to Interview to Offer. Every move updates the funnel, the conversion rates and the candidate's timeline — and notifies the panel. No more spreadsheets that go stale by Friday.
Candidate pipeline
70 candidates across 5 stages · drag to advanceSearch the whole base. Sort by fit, not by luck.
Every applicant and sourced profile in one searchable base — filtered by skill, location, seniority or source. A match score ranks each candidate against the role's rubric, so the strongest people surface first instead of whoever applied most recently.
Candidate database
56 candidates · 45 active in pipeline · 19 in talent poolsThe whole funnel, on one screen. Updated as candidates move.
Analytics gives you Funnel, Sources and Time-to-hire — three lenses on the same pipeline. The funnel shows conversion at every stage and surfaces the biggest drop-off for you, alongside a written summary you can send to the hiring committee.
Recruiting Analytics
Add a structured scorecard at the Technical stage and align interviewers on the rubric to recover offer conversion.
Not a chatbot in the corner.
The engine that ranks every shortlist.
Descriptions drafted from a brief. Candidates scored against the role rubric. Language and funnels checked for bias. Conversion bottlenecks surfaced. Summaries written on demand.
Description builder
A title, a level and a few notes — out comes a structured description with responsibilities, requirements and a screening rubric, calibrated to roles you've hired before.
8sMatch scoring
Reads each résumé against the role rubric and ranks candidates by fit — so the strongest profiles surface first, with the reasoning shown next to the score.
3.4×Bias check
Scans descriptions for exclusionary wording and watches stage pass-rates for unexplained gaps, with a suggested fix you can apply in place.
100%Conversion insight
Watches stage-to-stage conversion and time-to-hire, then points to the exact step where candidates drop off — not just that they do.
41%−55% time to first shortlist · 3.4× faster screening · 24-day average time-to-hire
When descriptions draft themselves, résumés are scored on arrival and the funnel explains itself, recruiters spend the day talking to people — not formatting job posts and sorting inboxes. Averages above are from active customers.
Smart shortlist
56 scanned · 5 shortlistedOne platform. Three hiring roles.
Same engine — tuned to your role: recruiters running the pipeline day to day, hiring managers who own the decision, or talent operations measuring the whole funnel.
Recruiting
For recruiters who own the role from req to offer. Drafted descriptions, scored shortlists, a drag-and-drop pipeline and offers tracked from sent to signed — without living in three browser tabs.
- Dashboard with open roles, new candidates and today's agenda
- Description builder and screening rubric for every vacancy
- Candidate database with match scoring and saved searches
- Offer tracking from created → sent → viewed → signed
Hiring decisions
For the managers who own the headcount. A clean view of their roles, structured interview scorecards and side-by-side candidate comparison — so feedback stays consistent and decisions come quickly.
- Focused pipeline view for their own vacancies
- Structured interview scorecards and shared panel feedback
- Side-by-side candidate comparison with match scores
- Interview scheduling synced to their calendar
Talent operations
For people and TA ops measuring the whole funnel. Conversion by stage and source, time-to-hire, offer acceptance and bias checks across every vacancy — plus white-label deployment for agencies and RPOs.
- Recruiting analytics: funnel, sources and time-to-hire
- Bias checks on language and stage pass-rates
- Talent pools to keep past applicants warm and searchable
- White-label deployment under your own domain
Spreadsheets & inbox vs. DaCodes Recruit.
An honest comparison. The difference isn't more features — it's one place that ties sourcing, screening and offers together.
"Our recruiters were rewriting job descriptions and triaging résumés by hand. Now the description is drafted, the shortlist is scored on arrival, and the funnel shows exactly where we're losing people — without rebuilding a report."
"First platform where time-to-hire is a number I actually trust. Stage conversion and source data sit in one view leadership can plan around."
faster screening. Résumés are scored against the rubric the moment they arrive, so the panel only meets the people worth meeting.
Your brand. Your domain. Your hiring platform.
Turnkey implementation: complete visual identity, your own careers domain, dedicated infrastructure and a transparent commercial agreement — no per-seat licensing surprises. A fit for in-house teams, agencies and RPOs alike.
- Full branding: logo, palette, typography and your own careers domain
- Migrate from Greenhouse, Lever, Workable, an older ATS or spreadsheets
- Dedicated hosting and encrypted candidate data included
- 24/7 support with SLA and a dedicated implementation lead
Hire smarter. Fill faster.
Book a 30-minute walkthrough. We'll review your current hiring process, map a sample pipeline and send a tailored implementation plan within a week.