Hiring that treats people like people.
Every application is scored the same way, and the score shows its reasons. Every offer is real. And every candidate decides what a recruiter can see — before anyone sees it.
Free for candidates, always. Free for employers to post.
No application disappears into a void: every candidate can see where each one stands in their account.
You choose what recruiters can see, and you can change your mind or erase it at any point.
Every posting comes from a verified employer with a real opening — no data harvesting.
Three steps, and none of them are shouting into a void.
Build a profile you control
Upload a resume or start from scratch. We extract the hiring-relevant parts — experience, skills, education, preferences — and nothing else. Every field has a switch.
Apply, or be found
Apply to a role directly — a strength check shows what the job asks for that your resume doesn’t say yet, before you send it — or opt in to the network and let verified recruiters find you for roles that fit, on your terms.
Know where you stand.
Every application is in your account with its status, and employers can send you an e-mail at each step of their process.
Every application gets the same 0–100 match score, from four parts — skills (50%), role (20%), experience (20%) and location (10%) — and more years never lower it.
An ATS that makes you easier to trust.
The candidates you want have options. Show them a process that respects their time and their data: status e-mails as they move through it, scores that explain themselves, and a record of what each person agreed to.
- Structured applicationsEvery candidate arrives as a clean, comparable profile — no keyword roulette, no inferred attributes.
- A consent ledger you can showEach view, each export, each stage change is written to an append-only log. Legal asks; you answer in seconds.
- Pipelines that stay warmTemplates, interview scheduling with Zoom or Google Meet, and campaigns to the candidates you already have — all in one place.
Fairness is not a policy here. It is in the code.
* Where employers need it for equal-opportunity reporting, applicants can answer voluntary self-identification questions after they apply. Those answers are kept apart from hiring: they never reach a match score, an applicant’s profile or an export, and they’re only ever reported in aggregate. How self-identification is handled
Written down, so you can hold us to them.
These are the rules the product is built around. They are in our terms, in our consent flow, and in the database schema.
Read the privacy policy- We will nevershare a candidate’s data with a partner they have not opted in to.
- We will nevercharge a candidate to apply. Applying is free, always.
- We will alwayskeep a candidate’s consent with the exact words they agreed to, and when.
- We will alwayserase what you ask us to erase — and keep the receipt that proves we did.
Start free. Pay when the AI is doing the boring parts.
These plans are for the teams who hire. Candidates never pay to apply.
The full applicant tracking system: post jobs, screen, review and schedule. Rules-based, no AI features. No card, no time limit.
- Unlimited job postings
- Up to 3 team seats
- Manual cohort filters
- Audit log + consent ledger
- Standard email support
How we think about hiring.
Written with AI assistance and edited by the Offerrole team.
The things people ask us first.
How is Offerrole different from a standard ATS?
Most ATSs are built for the recruiter first and layer privacy on as a compliance check. We built the candidate-facing consent flow first — granular toggles, hash-chained ledger, first-class erasure — and the recruiter UI on top. Applications are read by rules, not AI, and every match score shows its reasons.
How are applications read?
By a rules-based parser — no AI. It reads each résumé and cover letter into a fixed set of hiring fields: experience, education, skills, certifications and preferences. The profile has no fields for race, religion, gender, disability, age or similar attributes, so they are never guessed or stored there, and the match score never uses them.
Can I use this for just one role, or do I have to run a talent network?
Either. Post a single job, get applications for that one role. Or run both — candidates who opt in to the network are discoverable across all current and future postings.
What happens to candidate data if we stop using Offerrole?
Questions about a charge? Find the answer here.
Sales are final, mistakes are fixed — most automatically — and a subscription stops with one click.
