Enterprise hiring, built on
candidate consent.
Offerrole is the applicant tracking system Fortune-scale hiring teams use to post roles, receive structured applications parsed by Claude, and review candidates against a tamper-evident consent ledger. Deployed by in-house talent teams and staffing agencies across regulated industries.
An operating picture of hiring, end to end.
Dashboards, pipeline kanban, hiring analytics, and the six product surfaces every Offerrole team touches every day.
For employers
Post a job, get structured applications. AI parses resumes into hiring-relevant fields; your team reviews profiles with a full audit of what was extracted and why.
For candidates
Opt into the talent network to be discoverable across current and future openings. You grant each consent individually and can withdraw at any time.
A fairer hiring process — by design.
Most ATSs treat candidates as inputs to be optimized. We start with a different assumption: you're a person, your data belongs to you, and the platform should prove every claim it makes about how that data is used.
You decide what we process.
Six independent consents, all opt-in. Optional ones are genuinely optional and individually revocable from /apply/me. Decline AI extraction and the platform falls back to declared fields. Decline marketing and we won't email you.
Every action is on the record.
Each consent grant or revoke writes a hash-chained ledger row with timestamp, IP, user agent, and the verbatim text shown to you. You can download the entire chain whenever you want — proof, not promises.
No protected-class signals — anywhere.
Race, gender identity, age, disability, veteran status — none of these are fields in our hiring schema. They literally cannot appear in a recruiter export, regardless of any consent flag. The architecture enforces it.
Read the legal commitments — they're written in plain English.
Our Terms of Service include a binding “What Source Unlimited will not do” section that names the operations the platform refuses to perform — no data sale, no third-party syncing, no protected-class fields in exports.
An ATS that's nice to candidates and useful to you.
One link, structured applications
Each job gets a public URL and its own consent-first apply flow. Candidates upload resumes; Claude extracts hiring-relevant fields with per-field confidence and source tags.
Review with receipts
Deep-inspection view shows raw resume, Claude output, and validated schema side by side. Nothing is inferred in a black box — you see exactly what the model said and why.
PII masked by default
Reviewers see redacted name, email, and phone until they click unmask — which writes an audit event with the reason. Protects both candidate privacy and your team from bias risk.
Audit trail and erasure built in
Every consent event lands in a hash-chained ledger. Right-to-erasure is a first-class operation that cascades to blob storage and the structured profile in one click.
Let Offerrole source and place candidates for you.
Recruitment Process Outsourcing from Offerrole is a fully managed service. Our recruiting team runs sourcing, screening, and coordination on your behalf — drawing on the consented talent network and the same infrastructure that powers the platform — and manages candidates through to placement. You get the output of a full recruiting desk without the fixed cost of building one.
We run the search, you make the hire
Our recruiting team sources, screens, and shortlists qualified candidates for your open roles, then manages them through interviews to an accepted offer. You get a curated pipeline and a filled seat without standing up an in-house recruiting desk.
Sourced from consented candidates only
Every candidate we bring you has opted into the Offerrole talent network and agreed to be contacted about roles. No scraped lists and no cold-pulled profiles — the same consent-first foundation the rest of the platform runs on.
Scales with your hiring plan
Hand us a single hard-to-fill req or your whole headcount plan. Engagements flex up for a hiring surge and wind down once you are staffed, so you carry recruiting capacity only when you need it.
One audit trail, end to end
Because placements run on the same platform, every candidate touch — consent, outreach, review, offer — lands in the same tamper-evident ledger your compliance team already relies on.
Get discovered for your next role.
Join the talent network
Be discoverable by recruiters across all current and future openings. Opt in, grant specific consents, withdraw any time.
Introducing
College Plus.
A free career-prep program for students and graduates within the last 3 years. Six lessons on landing a job in 2026, an interactive survey to personalize your dashboard, and optional recruiter intros for entry-level roles. Everything governed by the same opt-in consent model as the rest of the platform.
- Six-lesson course covering the 2026 job market end-to-end
- 2-minute interactive survey to set your goals
- Optional recruiter introductions for entry-level roles
- Free, forever. Withdraw any time at /apply/me
Wire Offerrole into the stack you already have.
Direct connectors for Workday, SAP, Oracle, and BambooHR. Aggregator coverage (Merge + Finch) for 30+ more. Calendar / video / messaging built in. CSV always works.
- Workday
- SAP SuccessFactors
- Oracle HCM
- BambooHR
- Greenhouse
- ADP
- Gusto
- Merge.dev
- Finch
- Google Calendar
- Outlook
- Zoom
- Microsoft Teams
- Google Meet
- Slack
- CSV
Real applications only.
Every application is run through a heuristic engine the moment it arrives — duplicate emails, throwaway domains, keyboard-mashed local parts, headless browser markers, cross-job resume reuse, and IP/email velocity. Soft signals stack; we don't over-block.
- No raw IPs or user-agents stored — daily-rotating hashes only.
- Score posts to the recruiter dashboard with the firing-rule keys visible.
- Below 50: clean. 50–80: human review queue. 80+: auto-rejected.
- Fraud-flagged applications are quarantined from the recruiter’s pipeline until review clears them.
Every employer is verified before they can post. Learn about employer verification
Throwaway email domains
15+ disposable-mail domains hard-blocked. Plus-aliased + numeric-only local-parts flagged. Keyboard-mashed local parts (low vowel ratio) get an extra strike.
Velocity caps
3+ apps per email per hour or 5+ apps per IP-bucket trip an alert. The bucket is a daily-rotating hash so we never store raw IPs.
Bot user agents
Headless Chrome, Puppeteer, Playwright, Selenium, requests/curl/wget — any of these in the UA tip the score by 35+ points.
Resume duplication
Every resume is normalised + hashed. The same content submitted to a second job triggers a duplicate-content flag — stops scrape-and-spray.
Composite scoring
No single rule auto-rejects. Three soft signals stack into one hard signal — the same way real fraud actually presents.
Human-review queue
Scores between 50–80 land in a recruiter-side queue with the matching rule keys visible, so you can override if context warrants.
An auto-blocked application as it appears in the recruiter review queue:
Free for the people who need it. Honest math for everyone else.
Hiring early-career grads through College+? Posting via Source+? You pay nothing. Need AI features? Pricing is set at a healthy margin over the actual Claude API cost we incur — no enterprise sales theatre.
Post jobs, review applications, and use the manual workflow. AI features off.
- Unlimited job postings
- Up to 3 team seats
- Manual cohort filters
- Audit log + consent ledger
- Standard email support
Everything in Free plus AI for the boring parts — JD writing, cohort matching, assessment generation.
- 200 AI actions / month
- AI job description writer
- AI cohort matching
- AI assessment generation
- Up to 10 team seats
- Priority email support
Higher AI allowances, bigger team, custom branding, and a dedicated point of contact.
- 1,000 AI actions / month
- Unlimited team seats
- Custom branding + careers page
- API access (beta)
- Dedicated account manager
- SAML SSO (on request)
Privacy rights you can actually exercise.
Two regulators on two continents wrote the law: candidates own their data, and the platforms that handle it owe answers when asked. We built the answers into the product. No lawyer required, no support ticket queue, no “please allow 90 days for response.”
GDPR
EU / UK / EEA residents- Article 15 — Right of access. Get a structured copy of every piece of data we hold about you.
- Article 17 — Right to erasure. Delete your account and every linked artifact, including resume blobs.
- Article 21 — Right to object. Stop us from processing your data for any non-essential purpose.
- Article 22 — Protection from solely-automated decisions. Every adverse hiring action has a human in the loop.
CCPA / CPRA
California residents- § 1798.100 — Right to know what categories of data we collect and why.
- § 1798.105 — Right to delete personal information, with limited recordkeeping exceptions.
- § 1798.110 / 115 — Right to specific pieces, and to know who we shared them with.
- § 1798.120 / 135 — Right to opt out of sale or share. Honored via the link in our footer and the Global Privacy Control browser signal.
Manage privacy choices
Opt out of any sale or share of your information, control ad-audience participation, and review which named data partners (if any) you've previously authorized.
Open privacy consoleRequest your data
Get a structured export of everything we hold about you (GDPR Art 15 / CPRA § 1798.110), or request full deletion (Art 17 / § 1798.105). Acknowledged within 7 days, fulfilled within 30.
Open data-access portalConsent isn't a checkbox. It's the architecture.
Boundaries enforced at the schema, prompt, and database level — not just promised in copy.
Opt-in only
Every purpose has its own consent toggle. Optional consents are genuinely optional and independently revocable.
Tamper-evident ledger
Every grant and revocation lands in an append-only, hash-chained ledger. You can request your full record any time.
AI extracts, humans decide
Claude normalizes declared facts into structured fields. It does not infer protected attributes — those fields don’t exist in our schema.
Discover, don’t scrape
External roles come from licensed partners with attribution and click-out — no coercive consent, no scraping, no data shenanigans.
Frequently asked
- 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. Claude adds structured extraction, not inferred attributes.
- How does Claude process applications?
- Resumes and cover letters are sent to Claude with a versioned prompt that extracts hiring-relevant fields only — experience, education, skills, certifications, preferences. The prompt explicitly forbids inferring race, religion, gender, disability, age, or similar attributes. Our schema has no slots for those fields, and a post-extraction scanner rejects any that slip through.
- 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?
- You can export structured profiles in JSON or CSV via the Migration Hub. On account deletion, all candidate data is erased on the platform; the consent ledger retains tombstone entries that prove the erasure happened.
Hire with the receipts.
Post your first role today. Applications flow through a consent-first pipeline by default — audit log on, PII masked, ledger chained.