Features
Everything you need to hire well, in one place.
Talvenue covers the whole journey, from a branded careers site to a signed offer. Here’s what’s inside.
Illustration: the pipeline board. Names are samples.
Careers sites
A branded careers site, built without code.
Your own domain, your brand and your words, with job pages that meet pay-transparency rules and candidate accounts that keep people informed.
- Brand studioColors, fonts, corners, density and hero, with automatic WCAG 2.2 AA contrast checks and a live preview. Email branding too.
- Site builderReorder home sections, edit every copy block and build custom pages from blocks: text, images, FAQs, video, stats and calls to action.
- Publish, preview, roll backDrafts stay drafts until you publish. Share a preview link with stakeholders; revert to any earlier version.
- Job postsSeveral posts per job, each with its own location and content. Pay-transparency checks per jurisdiction before a post can go live.
- Candidate accountsStatus pages, messages, saved jobs, job alerts, application drafts, and data export and deletion requests.
- ReachLinkedIn, XML and RSS job feeds, Indeed and other free job-board feedsNew, Google for Jobs checks and an embeddable jobs widget.
Structured hiring
Consistent interviews. Independent feedback.
Decide what good looks like before you meet anyone, then hold every interview to it.
- Requisitions and approvalsJobs with openings and approval chains, so roles open only when they’re agreed.
- Stages and interview plansA pipeline per job, with interviews planned for each stage and the focus attributes each one covers.
- Scorecards hidden until you submitRate each attribute from strong no to strong yes and give an overall recommendation, before seeing anyone else’s.
- Structured interview kitsConsistent questions for every panel, tied to the attributes you’re assessing.New
- Name-blind reviewReview applications on the work, with names hidden in early screening.New
- Pipeline boardSee every candidate by stage, filter by custom fields, and move people forward with full context.
- Referrals and agenciesStaff referrals and recruitment agency submissions, with every candidate’s source tracked.
- Custom fieldsTyped fields on jobs, candidates, applications and offers, with private fields for sensitive data.
- Duplicate mergeFind and merge duplicate candidate records without losing history.New
Scheduling
Interviews scheduled in minutes, not threads.
Panels, self-scheduling and calendar sync, in every candidate’s time zone.
- PanelsSchedule several interviewers and back-to-back sessions as one loop.
- Candidate self-schedulingOffer times and let candidates choose, from their status page.
- Availability requestsAsk candidates when they’re free and schedule around it.
- Google CalendarFree/busy lookups and interviews mirrored into each connected interviewer’s calendar, updated and removed as plans change.
- Google Meet linksA Meet link added to video interviews automatically.New
- ICS feedsA private, revocable calendar feed per interviewer for any calendar app.
Offers & e-sign
Offers that are approved, versioned and signed.
Keep compensation decisions controlled and the candidate experience smooth.
- Offer versionsEvery change is a new version, so you always know what was sent.
- Approval chainsOffers route to the right approvers before they reach a candidate.
- Letters from templatesGenerate offer letters from your templates with merge fields.New
- Built-in e-signatureCandidates sign electronically, without a separate signing tool.New
- Email templatesTemplates with merge fields for every stage, plus bulk actions for many candidates at once.
- Replies threaded backWhen a candidate replies to an email, it lands on their application as a message.
Automation
A workflow engine with fairness built in.
Automate the repetitive steps of hiring while keeping people in charge of decisions about people.
- TriggersNew applications, stage changes, scorecards, interviews, offers, job changes, messages and more.
- ConditionsJob, department, office, stage, source, tags, days in stage, custom fields and screening answers.
- ActionsMove stage, send templates, tag, assign tasks, notify the hiring team, ask for approval, call a webhook.
- Delays, approvals and SLAsWait, pause for a person’s approval, and flag stages or scorecards that run late.
- Dry runTest a rule against a real application. Nothing changes until you turn it on.
- Fairness guardAutomatic rejection is off until an admin enables it, always waits 24 hours or for an approval, and never acts on fields that may describe a protected characteristic.
AI assistance
Responsible AI, from the first line of code.
Optional tools powered by Anthropic’s Claude. Off by default, labelled for human review, logged and budgeted. AI never scores or ranks candidates.
Read our approach to AI- Job description writerA first draft from your notes, with an inclusive-language check.
- Interview kitsSuggested focus attributes and interview plans from the job’s requirements.
- Email draftsDraft a message from your notes; you edit and send.
- Résumé parsingPrefill application fields, which the candidate checks, and staff records, which staff review.
- Reviewer summaries with quotesRequirements mapped to quotations from the application, with name and contact details removed first.
- Debrief summariesA summary of submitted scorecards for the debrief, from what you can already see.
- Careers Q&A assistantAnswers candidates’ questions from your published careers content, citing its sources.
- Semantic searchFind candidates by skills and experience, never by names or contact details.
Reporting
The numbers that move hiring forward.
See throughput, bottlenecks and sources, without exposing anyone’s private data.
- PipelineApplications by stage for every job, or all of them.
- Time in stageWhere candidates wait, and for how long.
- SourcesApplications and hires by source and source of hire.
- Recruiting metricsTime to hire, time to fill, offer acceptance and a hiring plan.New
- Aggregate EEOSelf-identification only in aggregate, with small counts suppressed so no one can be identified.
- ExportsCSV exports of reports and hires for your own analysis.
Integrations & API
Open by design.
A documented API, signed webhooks and the integrations a hiring team actually uses.
- REST APIScoped read and write keys per resource, per-key rate limits, pagination, idempotency keys and actions on behalf of a named user.
- OpenAPI docsAn OpenAPI 3.1 description and human-readable API docs.
- Signed webhooksStandard Webhooks signatures, retries with backoff, a delivery log and one-click resend.
- SlackChannel notifications for new applications, stage moves, accepted offers and scorecards due, plus personal mentions.
- GoogleGoogle Calendar free/busy and sync, Google Meet links and Google sign-in for staff.New
- HRIS exportA new-hire webhook and CSV with the columns your HRIS import expects.
- CheckrRequest background checks from the candidate’s application.New
- ImportsCSV imports of jobs, candidates and applications with a dry-run preview, and Moraph careers exports.
- Job feeds and widgetLinkedIn, XML and RSS feeds, Indeed and other free job boards, and an embeddable jobs widget.
Privacy & compliance
Privacy is the architecture, not a setting.
Each company’s candidate data lives in its own database, and the controls to manage it are built in.
See the security architecture- Isolated by companyEvery company runs on its own database, file storage and domain. Nothing is shared between companies.
- Audit logChanges are recorded with who made them and when.
- Retention and legal holdRetention rules for candidate data, and legal holds that pause deletion when you need to.
- Candidate requestsCandidates can export their data and request deletion from their account.
- Pay transparencyJurisdiction rules for pay ranges, unpaid roles and EEO self-identification, combined strictest-wins per post.
- EEO handled carefullySelf-identification only where the jurisdiction allows it, and reported only in aggregate.
Accessibility
Everyone can apply. Everyone can hire.
Accessibility is part of how the product is built, for candidates and for staff.
- WCAG 2.2 AADesigned and built to WCAG 2.2 AA, for careers sites and the staff workspace.
- Works without JavaScriptEvery page and form is server-rendered and works with JavaScript turned off.
- Contrast checked for youThe brand studio adjusts your colors until text and buttons reach 4.5:1 contrast, and tells you what it changed.
- Keyboard and screen readersSemantic HTML, visible focus and labelled controls throughout.
Early access
Want to see a feature in action?
Tell us what matters most to your team and we’ll show you exactly that.