Answered in plain words. Still have one? Put it to us in a demo.
Answered in plain words. Still have one? Put it to us in a demo.
No. Radius interviews, transcribes and summarises. Your recruiter reads it and decides.
No. It replaces the disconnected tools around them: the separate ATS, spreadsheets and email threads.
We don't score or rank people. You get the interview, the evidence per requirement and what's missing.
Teams that hire a few people a year, and office or white-collar recruitment.
Every applicant gets the same structured questions for the role, in their own language. It doesn't assess protected characteristics, and a person reviews every outcome.
Recruitment AI is high-risk under the Act. Radius is built around human oversight, transparency to candidates and record-keeping, and we walk your compliance team through it.
Yes. There's a recording, a transcript and a person behind every outcome, so you can show exactly what was said.
Often, yes. We give you a plain-language pack for that conversation.
In the EU. Details are in the data processing agreement.
You do. Radius processes it on your behalf. Candidates own their Radius Passport.
For the retention period you set, then it's deleted.
Most teams start with one role and one site, then add more. We plan it in the demo.
No. Run Radius next to it, or move onto the Radius ATS when you're ready.
Yes. Sourcing, interviews, verification and the ATS share one candidate record, and we connect the boards and tools you use.
An annual plan with interviews and Passports included, sized to your hiring volume. We quote it in the demo.
Meeting candidates is part of your plan. A success fee applies when you hire someone from the pool. Radius Talent is for companies hiring directly.
No. We start with a demo on one of your real roles, then a plan sized to you.