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Our recruitment platform helps you hire fairer, faster, and retain hires for longer.
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Centre for Public Impact, A BCG Foundation

This is so much better than the usual near-random CV screening.

~ Danny Buerkli, Programme Director 

Penguin Random House

Applied’s simple process and scoring system allowed us to reach our shortlist in a totally objective way. As a result, we’ve met with and hired some brilliant candidates from outside of our industry

~ Ellie Harlow, Resourcing Manager

2020 Delivery

We usually spend around 950 hours a year on recruitment. This year with Applied we reduced that to 330 hours. Remarkable

~ Mike Meredith, Director

upReach

Applied allows us to actively involve the whole team in recruitment, which gave them greater confidence in the selection process and the successful candidates. 

~ John Craven, CEO

Hiring, the way it should be.

When the top 1% of employees are 25 times more productive than the median employee, it's no wonder people pay millions to recruit the best. Applied helps you find the best person for the job.

Want to find out more?

Download the whitepaper

Bias free application scoring

Applied is built around four evidence-based features that ensure you’re hiring bias free.

1
Anonymise applications
2
Break applications into chunks
3
Share applications across the team
4
Randomise the order of applications

Gendered language detection

What you say matters.

Applied helps you to remove bias and stereotype threat from job descriptions. Unlike other text analytics tools that do the same thing, Applied then links your job description language to your actual hiring outcomes. This means you get a picture of the bias that are specific to your organisation, so you can continually improve. If we wanted to be fancy, we'd say we are using Machine Learning.

Candidate feedback

Missing out on a job is one thing, but missing out and never hearing why is even worse.

Applied automatically shares feedback with candidates, letting them know how they did in the process, and identifies their relative strengths and weaknesses.

For those you hire, having this information documented gives you a head-start on on-boarding and designing tailored training opportunities. For candidates, this information can be invaluable for learning and feeling respected for the time they’ve taken. Applied can even suggest other roles in your organisation that they might be better suited to.

Analytics & reporting

Diversity reporting shouldn't be difficult. Applied is the first recruitment tool to give you:

A real time view of diversity data, so you can see who’s applying to the role, and if any stage is posing a threat to diversity. Then, you get analytics on the performance of different reviewers, helping to harness your hiring teams. 

Uncover real talent by testing what counts

Most assessment tools don't test how candidates would actually perform in the job

The best way to find someone who’ll thrive on the job is by testing their ability to actually do the job. We make it easy to use work sample based assessments: making sure you filter based on talent not pedigree.

How does it work?

You can use Applied as your ATS (applicant tracking system), or single stage selection tool, either way we are here to help you find the best talent, regardless of their background.

Fair hiring

No matter who you attract to your role, we make sure they each get a fair chance. Applied is built using behavioural science to allow name blind recruitment, and objective and merit based shortlisting.

Quality data

Hiring metrics, be that quality of hires, predictive validity of your questions, performance of hiring teams or the diversity in the candidate pool. Applied makes in app analysis and reporting easy.

Diversity and Inclusion

Make rapid gains in the effectiveness of your D&I efforts by removing barriers to minority candidates and tracking real time candidate interactions in Applied.

User experience

We are not your typical recruitment tool. Applied gives hiring teams a beautiful and easy to use platform. We care about candidates too, they get a simple password free application flow that will even automate to them feedback on their application.

Thousands of people around the world are using applied to hire, and to get hired

candidates, and counting
60%
wouldn't have been discovered based on their CV/résumé
300%
improvement in interview conversions
50:50
gender parity achieved for graduate hiring
95%
reduction in admin time
Hire the best
Get in touch and get started with Applied
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Made by Many
Staatslabor
Penguin Random House
Government Equalities Office

Made by Many

Made by Many, a digital product design and innovation consultancy, wants to attract and encourage more diverse talent to the digital industry.

A human-centred business, Made by Many believes diverse teams make better decisions that ultimately lead to longer-lasting impact in the products and services they deliver.

We started using Applied to recruit for our internship programme, but on experiencing the radically different (and exponentially more enjoyable) process, we have started creating all of our roles on Applied. With tailored assessment criteria and blind review baked into the platform, finding people with the right aptitude as well as experience is seriously fast-tracked.

Charlotte Hillenbrand
Director of Learning & Development - Made by Many
Get started with the Growth tier

Staatslabor

Staatslabor — a Switzerland based civic innovation lab — used Applied to hire for Interns

Two of their founders, Alenka Bonnard and Danny Bürkli chose Applied because they wanted to move to a more open and fair hiring process, to ditch outdated time consuming methods and embrace their own organisational values of putting a diverse and innovation team to work on social and civil issues.

Not being a HR specialist, l found classical recruiting practices particularly fastidious and outdated. Applied has changed everything, I really don’t see myself using any other recruitment tool now

Alenka
Founder - Staatslabor

Penguin Random House

Known throughout the world for sharing some of the greatest stories ever told, Penguin Random House (PRH) are also leaders in how they hire.

Their annual ‘The Scheme’ is an example of a big, sometimes ‘old skool’ organisation thinking outside the box. The Scheme helps PRH bring new talent into publishing by specifically not looking for publishing experience.

It’s the type of hiring that inspired Applied in the first place. So when they asked for Applied to be the tech behind the 2017 scheme we were thrilled.

We’ve loved the experience with Applied. It can be really tricky to handle high volumes like we get in the scheme. Applied’s simple process and scoring system allowed us to shortlist in an easy, totally objective way. As a result, we’ve met with some brilliant candidates outside of our industry and hired excellent people.

Ellie Harlow
Resourcing Manager - Penguin Random House
Get started with the Pro tier

Government Equalities Office

The Government Equalities Office (GEO) is responsible for equality strategy and legislation across government. 

The Government Equalities Office (GEO) is responsible for equality strategy and legislation across government.

Hiring is at the heart of how they commit to the values held by those who they serve. So we were thrilled when they got in touch asking us to ‘help them deliver an exemplar of open, bias free recruitment’. So far they’ve hired entry level and senior roles open to both Civil Servants and external candidates.

’’our new recruitment process has been a great success and GEO is proud to be a leader in using a tool that is in the forefront of fair recruitment’’

Clare Sandling
Women in Work Team Leader - GEO
Get started with the Enterprise tier

Success stories

Places we've been

Google re:Work

Hiring, honeybees, and human decision making

New Scientist

Hiring tool uses behavioural science to stop recruitment bias

Google re:Work

Get that second (and) third opinion before hiring

Financial Times

From Airbnb to eBay, the best ways to combat bias

Wired

Try doing it blind

The Psychologist

Five minutes with… David Halpern

New York Times

Start-Ups Use Technology to Redesign the Hiring Process

Wirtschafts Woche

Daten statt Bauchgefühl

Financial times

The best ways to combat bias

Washington Post

Remove bias from your next hiring decision

Harvard Business Review

How to take the bias out

Places we've talked

2017

VentureFest

FT Women At The Top organised by FT Live

DWP Women in Digital event

HRD Summit

Women's Forum: Global Meeting 2017

Association of Graduate Recruiters - Student Recruitment Conference

Harvard University - Women’s Leadership Board

Stanford University - Economics Experiments in the Tech Industry
2016

Code for America Summit

Ada Lovelace Festival

Harvard University - Behavioural Exchange 2016

University of Pennsylvania - Wharton People Analytics Conference

Things we've won

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Get in touch and get started with Applied
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