Hire Better. Hire Fairer. Scale Relentlessly.
Stop paying punishing per-recruiter fees for disconnected ATS platforms. Aeion Recruit is an enterprise-grade Applicant Tracking System featuring AI-powered resume screening with 5-vector bias detection, async video interviews with sentiment analysis, and seamless conversion to HR—all natively wired into your core systems.
An Intelligent Talent Orchestrator
AI Resume Screening
Every resume gets parsed into a structured candidate profile — skills, experience, education — and scored 0-100 against the actual job requirements, so your team's first look is at the top 5% of applicants, not a pile of 400 PDFs sorted by nothing.
5-Vector Bias Detection
Flags five distinct patterns of unconscious bias as they happen — ethnic or gender signals in a name, socioeconomic signals in a location, education-prestige weighting, career-gap penalties (including parental leave), and age — each with a severity rating and specific guidance, so a hiring manager sees the bias risk before it shapes a decision, not after an EEOC complaint.
Async Video Interviews
Send a templated interview once; candidates respond on their own schedule instead of coordinating five calendars for a 20-minute screen. Every response auto-transcribes and gets an AI sentiment read, so a recruiter can triage a stack of interviews by skimming transcripts instead of watching hours of video.
Candidate Matching Engine
Scores every candidate against every open role on skill match, experience match, and culture fit, then sorts them into five tiers from "strong match" to "no match" — with a plain-language reason for each score, so a recruiter can defend why someone was or wasn't surfaced.
Offer Letter Generator
Builds a complete offer — salary, signing/performance/annual bonus, equity with vesting and strike price, benefits, location, PTO — from a template in seconds, and routes straight to e-signature when Aeion Sign is enabled, so an offer never sits half-finished in someone's inbox waiting on legal copy-paste.
Analytics Dashboard
Time-to-fill, funnel conversion by stage, and cost-per-hire by source are always current, so when a VP asks "which job boards are actually worth the spend," the answer is a chart, not a guess based on gut feel.
Job Board Syndication
Post once and it goes live on LinkedIn, Indeed, Glassdoor, and ZipRecruiter simultaneously, with duplicate detection and per-board performance tracking so you can see which board is actually sourcing hires, not just applications. Until a board's API key is connected it runs in a clearly-flagged test mode — never a silent fake post pretending to be live.
Email Automation
Stage-based sequences with 50+ variable substitutions mean every candidate, interviewer reminder, and offer-expiration alert goes out personalized and on time — without a recruiter manually drafting the same "still interested?" email for the hundredth time.
Background Check Integration
Kick off a criminal and employment verification with Checkr, Sterling, or GoodHire without leaving the candidate's profile — results land back on the record automatically, so nobody's re-entering data from a separate portal.
GDPR Compliance
Candidate data auto-purges after 2 years on a weekly sweep, right-to-be-forgotten requests execute as real hard deletes, and every consent is tracked with revocation history — so a compliance audit is a report you already have, not a scramble.
Recruitment Pipeline
Applied → Screening → Interview → Offer → Hired, with custom stages, automated advancement, and deadline tracking — so a candidate never silently stalls in "Screening" for three weeks because nobody remembered to move them.
Interview Analytics
Every video interview gets transcribed and sentiment-scored automatically, rolling up into average sentiment, overall rating, and completion time across your whole hiring process — so you can see which interviewers or question sets are actually working, not just which candidates got hired.
Beyond the Core ATS
Spatial Interview Command
Ditch the flat Zoom grid. Launch candidates into specialized WebXR spatial rooms (e.g., "Virtual Silicon Valley Executive Suite") for immersive technical interviews via the Spatial module integration.
Native HR Conversion
Click "Hired" and the candidate record becomes an employee record — pre-hire onboarding tasks trigger automatically, and IT equipment provisioning kicks off instantly through Aeion's built-in handshake between Recruit and HR, with zero re-entry and zero API latency.
ATS Migration Bridge
A unified path for migrating off an external ATS (Greenhouse, Lever, Workable) with batch candidate import, job posting sync, and interview history mapping — so legacy requisitions and outreach carry over cleanly.
Native Applicant Web Portals
Public Job Board
A beautifully themed, SEO-optimized `/portal/jobs` page that automatically inherits your site's branding.
Candidate Dashboard
Applicants can log in to view interview statuses, accept offers, and manage their profile without touching the admin backend.
Frequently Asked Questions
Resume PDFs/DOCX flow through the parser, extracting work history, education, skills, certifications, and contact info into structured fields. Quality threshold for extraction confidence; below threshold surfaces for human review. Skill normalization against a 50K-term taxonomy so "JS" and "JavaScript" match.
Multi-signal scoring: skill overlap (with semantic synonyms), years-of-experience, education, prior-company tier matching, location compatibility, salary band. Surfaces top matches per opening; explains the score so recruiters know why someone matched. Re-runs nightly as new candidates apply.
Yes — Singularity provides recruiting connectors for Greenhouse, Lever, BreezyHR, and JazzHR. Workday's connector currently imports worker directory, supervisory organization, and time-off balance data; it does not claim Workday Recruiting support. Tenants typically run dual systems for 60–90 days while migrating legacy reqs to close, then close the legacy system.
Native Checkr + GoodHire + HireRight + Sterling adapters. Trigger background check at offer-extend stage; status updates flow back to the candidate's profile. Compliance with FCRA (US) and equivalent international laws — pre-adverse-action workflow + dispute window enforced automatically.
Yes — link from the candidate-portal opens an Aeion Appointments slot picker tied to interviewer availability (synced from Calendar). Round-robin assignment among eligible interviewers; rescheduling self-serve up to 24h prior; cancellation policies configurable.
Self-identification at apply with optional / private fields. EEO-1 reporting (US), Form 19 reporting (other jurisdictions), and adverse-impact analysis per req surface in the dashboard. Identification data segregated from screening + interview workflows so it can't bias decisions.