A hiring process candidates walk away from
Recruitment rarely fails on sourcing. It fails in the two weeks between a good interview and an offer, in records kept across five spreadsheets, and on a first day where nobody prepared an account or a laptop.
Candidates lost in the inbox
CVs arrive by email and get forwarded on. Feedback comes back a week later, by which point the candidate has accepted somewhere else.
Nobody knows the funnel
How many candidates per hire, where they drop out, which channel works. Without those numbers the recruiting budget is guesswork.
Onboarding improvised every time
Access, equipment, training and paperwork depend on somebody remembering. The new hire spends their first week waiting.
Employee data in five spreadsheets
Headcount, holidays, contracts and probation dates kept separately, so every management question needs manual assembly.
From first application to a settled employee
Staffly HR holds the whole employee lifecycle: vacancy approval, sourcing and applications, interviews and feedback, offer and contract, onboarding checklists, and the personnel record that follows a person from probation to exit. Recruiters, hiring managers and HR administrators work in the same pipeline with the permissions their role needs.
An ATS hiring managers open voluntarily. Candidates move through configurable stages on one board, scorecards keep interview feedback structured and comparable, and email and calendar are built in, so scheduling takes a click instead of four messages. Reminders chase the reviewer, not the recruiter.
Sourcing in one funnel. Vacancies publish to your careers page and job boards, referrals get their own tracked link, and every application lands in the same pipeline with its source attached. Cost and conversion per channel become visible after the first month.
Onboarding that runs itself. An accepted offer triggers a checklist across IT, facilities and the team lead: accounts, equipment, documents to sign, a 30-60-90 plan and a buddy. Everyone sees their own tasks and HR sees what is late before the start date, not after it.
Records that stay current. One profile holds contract history, position and salary changes, absence balances, probation and review dates, documents and issued equipment. Self-service lets people request leave and update their own details, which is what keeps the data accurate.
Numbers for workforce planning. Time to hire, offer acceptance rate, headcount by department, turnover, probation pass rate and cost per hire, filtered by team and period and scheduled to leadership automatically.
Privacy handled properly. Candidate consent and retention periods are enforced by the system, access to personal data is role-limited and logged, and deletion requests are executed with a record. Rollout takes about a week, including migration of your current candidate and employee data.
Recruiting and HR administration on one platform
Applicant tracking
Configurable pipelines, scorecards and interview scheduling.
Job distribution
Careers page, job boards, referral links and source analytics.
Onboarding
Cross-team checklists, document signing and 30-60-90 plans.
Employee records
Contracts, positions, salary history, documents and equipment.
Absence & time
Leave requests, balances, approvals and a team calendar.
Analytics
Time to hire, funnel conversion, turnover and headcount planning.
For teams hiring steadily, not occasionally
Scaling companies
Twenty to two hundred hires a year with hiring managers spread across teams and no appetite for training on a heavy HR suite.
Multi-site operations
Retail, hospitality and logistics hiring across locations, where volume roles need fast screening and a mobile application form.
HR teams of one or two
Administration absorbed by self-service and automation, so the HR generalist works on people instead of paperwork.
Transparent terms
Priced per employee record · hiring managers and candidates included free
Up to 50 employees, ATS and employee records. For a first HR system.
Onboarding automation, absence management and analytics.
SSO, custom workflows and data residency. From 500 employees.
Staffly
An HR-tech product team of 25, building since 2020 with a focus on companies that hire without a dedicated recruiting department.
Digict LTD
Digict LTD handles the contract, invoicing and closing documents, migration from your current tools, HR team training and first-line support.
Common questions
Will hiring managers actually use it?+
They get one link per candidate, a scorecard with three questions and a reminder if it stays empty. There is nothing to learn, which is what keeps feedback arriving in a day instead of a week.
Can we migrate our candidate database?+
Yes. Candidates, applications, notes and employee records are imported during rollout, CV files included, with consent dates preserved.
How is personal data protected?+
Role-based access to personal data, logging of every profile view, configurable retention per candidate source and executed deletion requests. Data can be pinned to an EU region.
Does it handle payroll?+
Payroll stays in your finance system. Staffly exports what payroll needs - positions, salary changes, absences and headcount - by API or file on your schedule.
How do payments and paperwork work?+
You contract with Digict LTD: invoice-based payments and monthly closing documents covering subscription, rollout and support.
How fast can we start hiring in it?+
A week. Pipelines, vacancies and the careers page are configured in the first days, with job board connections and migration running alongside.