Recruitment & Hiring Management
Build your own applicant tracking system
Kliv is an AI app builder. Describe the ATS you need — your stages, hiring teams, sealed scorecards, offers, documents, and careers page — and it builds it.
Just enter your idea into the text box and AI will build it for you
What is Kliv?
Kliv isn’t a rented applicant tracking product with fixed stages — it’s an AI that builds software for you.
You describe the app you need in plain words, and Kliv builds the database, logic, screens, and rules. You own the result, run it on your own accounts, and can change it later by asking. It isn’t a template pipeline.
On this page, that app is an applicant tracking system. Kliv builds all kinds of web apps; this one handles candidates, roles, scorecards, offers, documents, and a careers page.
Why build your own ATS?
A haulage company hiring drivers across three depots does not hire the same way a design studio hires. The stages, hiring teams, documents, and rules are different. Per-seat pricing can also make every extra interviewer feel expensive during a hiring rush.
Kliv builds the tracking system around your process: your stages, your visibility rules, your scorecard rules, and your careers page. The pipeline, applications, scorecards, and documents live in one database, so “who do we have for the north depot?” is a query, not a spreadsheet merge.
What the hiring system keeps straight
An ATS stores decisions about people and enforces who may see them.
Openings and hiring teams
Each opening carries its depot, shift, requirements, and the small team allowed to see candidates. People outside that team cannot read those rows.
Candidates across years
One person has one record. A driver who applied in 2024 and returns in 2026 brings their earlier stages, notes, and outcome with them.
Your stages
Phone screen, ride-along, reference check, offer, hired — the stages are yours to name. Each move records who moved the candidate and when.
Sealed scorecards
Interviewers write their own scorecards before seeing anyone else’s. The seal is a database rule, not office etiquette.
Careers page
The public careers page runs on your domain and is readable by search engines. An application becomes a pipeline row immediately.
Offers and documents
Offer letters use your templates. License scans and signed forms land in the file store with access rules of their own.
An example: Nora’s depot hiring team
Here’s how one company might use an ATS built with Kliv. It’s only an example — you would describe your own roles, stages, teams, documents, and hiring rules.
A driver applies from a phone
A driver applies at night from a break room. The form asks for four fields, license class, and an optional CV. The careers page writes the candidate row before morning.
The depot team gets a daily digest
A scheduled job posts the night’s applicants to the depot’s Slack channel, so the hiring team reviews a queue instead of forwarding PDFs.
The ride-along gets its own scorecards
The interview is booked from the candidate record. Each interviewer gets a scorecard tied to that stage, and each sheet stays private until submitted.
Feedback opens only after everyone submits
When both interviewers submit, both scorecards open. If they disagree, the disagreement is visible without one interviewer anchoring the other.
The offer and documents stay on the record
The offer is generated on Nora’s template. The signed copy and license scan land in the file store beside the candidate history.
The hiring history remains queryable
When the candidate starts, the pipeline closes as hired. The record and every decision remain available for audits and future applications.
Describe how you hire
Kliv builds from your description, so include roles, stages, visibility rules, scorecards, reports, and documents. The more detail you give, the closer the first version.
Depot driver hiring
Multi-site hiring with license checks.
“Build an ATS for a logistics company hiring drivers across three depots. Include license verification as a pipeline stage, per-depot hiring teams, sealed ride-along scorecards until every interviewer submits, offer letters on our template, and a weekly hiring report emailed to operations.”
Agency recruiting desk
Client-scoped roles and shortlists.
“Build a recruiting agency ATS where each client company sees only its own roles and shortlists, consultants manage the full candidate pipeline, placement fees are tracked by contract, and guarantee periods are visible on each placement.”
Seasonal volume hiring
Bulk moves for high-volume intakes.
“Build a high-volume hiring tool for seasonal warehouse staff. Include bulk stage moves, automatic rejection emails on our templates, per-site fill-rate dashboards, and a daily report of candidates waiting more than three days in any stage.”
How it comes together
Hiring teams are enforced in the database. Every candidate belongs to an opening, and every opening names its team. A depot manager sees their own pipeline and no other.
A careers-page agent can answer from your documents. Upload role descriptions, benefits, and shift policies, and the agent can answer candidate questions from those documents. Each exchange can stay with the application it came from.
The walls can be tested before launch. Kliv can test that an interviewer cannot open a colleague’s unsubmitted scorecard, using a throwaway copy of the database and leaving a run receipt.
An ATS often grows into onboarding and operations tools. That larger pattern is mapped at the internal-tools solutions page.
Common questions
What exactly is Kliv?
Kliv is an AI app builder. You describe your hiring process, and it builds a real ATS with roles, candidates, stages, scorecards, documents, and a careers page.
Do I get a real app, or a template?
A real app. Your stages, teams, scorecard rules, offers, reports, and careers page are built around how you hire.
Can I change it after it’s built?
Yes. You can change stages, add roles, revise scorecards, change reports, or add new candidate fields by asking.
Can hiring managers see only their own roles?
Yes. Candidate visibility is scoped by the opening and hiring team, so a manager only reads candidates on openings that name them.
Can we keep the stages we already use?
Yes. The stages are yours to name, order, and revise. Historical moves keep the stage they happened in.
What happens to a rejected candidate’s data?
Your retention policy controls it. You can keep records for reapplications, anonymize after a period, or delete on request.
Will the careers page show up in search?
Yes. Public pages are built for crawlers, and roles can be published on your own domain.
Can scorecards stay hidden until everyone submits?
Yes. Each interviewer’s scorecard is private until the rule says it can open.
Can offer letters use our templates?
Yes. Offers can be generated from your templates and stored with signed documents on the candidate record.
Do we need a separate form builder?
No. The careers page, application forms, and internal pipeline are part of the same app.
Can I move off Kliv later?
Yes. The app’s code syncs to your own Git repository, so leaving is a git pull rather than a rebuild.
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Hire the way you actually hire
Describe how candidates move through your company — the stages, teams, scorecards, and document rules. Kliv builds the system that enforces them.
