For Australian SMEs and recruitment businesses

Find relevant candidates. Assess soft skills. Develop your people.

Clear, checkable evidence about candidates and employees, from résumés and structured assessments, so your team can make better-informed hiring and development decisions.

Request a demo See how it works

Built with retail, hospitality and other frontline teams in mind. No ATS needed to start.

01 Find Candidate Smart Search Not yet generally available

Brief it like a colleague. See who has the evidence.

Describe the person you need in plain language. Smart Search checks each candidate's structured résumé information against every requirement, so you spend your time on the people worth a closer look.

We can enable it for selected customers by arrangement. It reads résumé information only, never interview answers.

Evidence for every requirementSupported, partially supported or insufficient evidence, with the résumé lines behind it.
No scores or rankingsCandidates appear in a neutral order. You decide who moves forward.
Role-relevant criteriaUse job-related requirements and review the evidence before making decisions.

Smart Search example. The request reads “Venue manager with at least 3 years managing a hospitality venue, experience building staff rosters, and a current RSA” and is split into three criteria. Results are shown in a neutral order, not a ranking. A fictional candidate, shown as Candidate A, owner-operator of a café, has two criteria supported, with a one-line explanation for each, and insufficient evidence for a current RSA certificate. — Smart Search excerpt with fictional candidates. Explanations are illustrative examples, not live results.

02 Assess Structured assessments and Decision Lab

Compare candidates on the same questions, not on gut feel.

Soft skills are hard to judge from a résumé. Every candidate answers the same role-relevant questions online, and your team sees what each person actually demonstrated.

Set up by your managersStart from a job description, then review the skills, questions and any workplace scenarios before anyone is invited.
Simple for candidatesA privacy notice first, then typed answers in the browser. No video or audio is recorded.
Decision Lab for finalists BetaAn optional workplace scenario: candidates request information, choose an action and explain why.
Decision Lab is in beta. It is not a validated employment assessment and should not be used on its own to make a decision.

The candidate's interview screen for an Assistant Store Manager role, showing the completion deadline, a three-minute timer and an example question about turning around a difficult customer interaction on the shop floor. — Excerpts from two screens, with a fictional role. The example question and the Decision Lab scenario were written only for this demonstration and are not used in candidate assessments. The Decision Lab excerpt stops before the answer choices.

Decision Lab, stage 1 of 8 of a fictional café scenario: two staff have called in sick before opening, with a catering order due at 11:00. The candidate can optionally request three pieces of information before deciding. The excerpt ends before the answer choices. — Excerpts from two screens, with a fictional role. The example question and the Decision Lab scenario were written only for this demonstration and are not used in candidate assessments. The Decision Lab excerpt stops before the answer choices.

03 Develop Internal mobility

Make development conversations more specific.

Assess an employee against a target role, such as an assistant manager working towards store manager. The report sets out the evidence for each skill and the development needs, with suggested next steps for the manager to review.

Benchmarks you can adjustSkills and levels are suggested from O*NET and SFIA. You can change them.
Gaps shown honestlyA skill with no usable evidence is marked "Not assessed", never scored as zero.
Next steps your manager reviewsSuggestions are a starting point for the conversation. ImmyHire does not decide promotion or readiness.

Skill evidence against the benchmark for a fictional employee, Alex Morgan, working towards a Retail Store Manager role. Three of six skills are shown: Leadership is limited and below its benchmark, Customer Service Orientation is strong, and Problem Solving is moderate. — Excerpts from one evidence report for a fictional employee. The overall evidence signal and the other skills are not shown. Scores and the recommendation are illustrative, not measured results.

A development recommendation from the same report. Leadership, marked limited: ask Alex how they followed up with the team after a short-staffed Saturday, and pair them with a store manager for the next roster cycle to build evidence of planning ahead. — Excerpts from one evidence report for a fictional employee. The overall evidence signal and the other skills are not shown. Scores and the recommendation are illustrative, not measured results.

Connectivity

Start without an ATS. Discuss your integration needs.

Here is exactly where each connection stands today.

Available

No ATS needed

Upload PDF résumés, or add employees by CSV or résumé, and invite people by email.

In verification

JobAdder

A direct, read-only integration is built; partner approval and sandbox testing are under way. Not yet generally available, and results are not written back.

Integration pathway

Other ATS integrations

Tell us which ATS you use. We’ll confirm availability and scope before agreeing an integration.

Trust

Evidence to support decisions, not make them.

Evidence you can check

Results point back to what the person wrote, and weak or missing evidence is shown as such. Your authorised reviewers make every decision.

What it is not designed to infer

The hiring and internal-mobility workflows are not designed to infer personality traits, emotions or biometric characteristics.

Candidates are told

A privacy notice explains that AI-assisted analysis is used and that the employer makes the final decision.

Data and security

Some processing happens outside Australia, and identifiable responses are not used to train general-purpose AI models. We do not yet hold SOC 2 or ISO 27001 certification; we can share security details during a pilot review.

FAQ

Common questions

Does ImmyHire decide who to hire or promote?

No. ImmyHire organises evidence for people to review. It does not hire, reject, rank, shortlist or promote anyone automatically. Your organisation stays responsible for employment decisions.

How do we set up an assessment?

Start from a job description: generate one, paste your own, or upload a PDF or Word file. Review and edit the skills and interview questions, approve any workplace scenarios, and set an optional completion deadline. Then invite candidates by email.

The report shows skill-by-skill evidence, areas to explore further and a suggested structure for your follow-up interview.

How long does an assessment take?

There is no fixed overall time, because it depends on how many questions you set. Generated question sets have up to eight questions, and you can add your own. Each written answer has a three-minute limit, the numerical section is four questions in four minutes, and workplace scenarios are included when you approve them.

Decision Lab is separate, optional and untimed; its current hiring scenario is designed to take about 12 minutes. It is in beta because its scenarios have not been validated as employment assessments, so treat its output as supplementary evidence for human review.

How does Smart Search work?

ImmyHire splits your request into separate criteria and checks each candidate's structured résumé profile against every one. Each criterion is marked Supported, Partially supported or Insufficient evidence, with a short explanation and the résumé lines behind it. Years of experience are checked from dated roles.

It does not produce a match percentage or a ranking, and it never invites or rejects anyone. Keep requests job-related and check the evidence yourself. Smart Search is not yet generally available; we can enable it for selected customers by arrangement.

What does an evidence report show?

How many skills produced usable evidence, each skill against its benchmark with an evidence-strength label (Strong, Moderate or Limited), and development or follow-up areas. A skill with no usable evidence is marked "Not assessed" rather than given a low score. The evidence signal is not a hiring, promotion or readiness decision.

Do we need an ATS, and which integrations are planned?

No ATS is needed. You can upload PDF résumés and invite candidates by email, and for internal mobility you can add employees by CSV, résumé upload or by hand.

Integrations shows where JobAdder and other ATS integrations stand. Direct connections to PageUp and Workday are planned but not available. Tell us which system you use when you request a demo.

Where is our data processed?

ImmyHire uses service providers including OpenAI (AI processing), Render (hosting), Twilio SendGrid (email) and Merge (ATS connections), so some information may be processed outside Australia. Our Privacy Policy explains what we collect, how long we keep it and how to make a request.

How much does it cost?

Pricing depends on the scope of your pilot or subscription, and we agree it with you before anything starts. Request a demo and we will talk it through.

Request a demo

See ImmyHire with a role you're hiring for

Start with one role or one team, alongside your current process. Tell us a little about your team and we'll reply by email to arrange a time.

Prefer email? Write to contact@immyhire.com.