Kula

We’re finally LIVE! ?? Hey ?? we’re Kula. We are a modern, all-in-one ATS that empowers businesses to bring on the talent they need to succeed. You’re a recruiter or a leader with one goal: to hire better and faster. But let’s be honest– outdated tools and clunky processes have been slowing you down for far too long. Think about it. How many times have you wrestled with systems that make everything harder? From sourcing candidates to screening resumes to analyzing data and scheduling interviews– it feels like you need a separate tool for every single step. It’s frustrating. That’s where we come in. We’re crafted with you in mind–? by people who have been in your shoes. No more juggling multiple tools. No more navigating complex workflows that only add stress to your day. With Kula All-In-One, you get an intuitive, streamlined platform that handles everything from sourcing to closing. All in one place. Why does that matter? Because we believe that when you have the right tools at your fingertips, you can focus on what really matters: connecting with great talent and building teams that thrive. ‘I want in!’ Thought you’d say so. Welcome to the future of recruiting. Link in comments ??

?? Interviewing in 2024: "Just 12 interviews, 2 assignments, then..." After 10+ years in recruiting? This hits WAY too close to home. What most interviews look like today: - Scheduling ping pong - Inconsistent questions - "Ugh, did you get my notes?" Candidates are dodging ?? like Mario here Endless obstacles. Random blockers. Pure chaos. This isn't just bad for candidates btw. It's costing your company BIG time: → Great talent lost to slow processes → Bad hires from rushed decisions → Zero objective data to improve → Hours wasted on admin work The bigger problem? Making hiring decisions based on gut feel. Instead of actual data. ?? Quick reality check: The cost of a bad hire = 30% of first-year salary But companies still use: - Memory of conversations? - "Gut feel" decisions - Paper notes ??? Your candidates deserve a great experience. Your company deserves objective decisions. That's why we're building Kula. Because this pain is real. -- ?? P.S. What's the longest interview process you've had?

Imagine this??? you're managing 8 different candidate take-home assignments at one point. You are on email threads and phone calls with candidates to get the assignments completed. You have 4 different assessment versions that you maintain on Google Drive. You are on Slack threads with reviewers and hiring managers to collect assessment feedback. Sounds familiar? We noticed something interesting. Companies perfect their interview loops but struggle with assessment workflows. So we built 'Kula Assessments,' where your entire assessment workflow lives under one roof: - Every submission tracked - Every reviewer aligned - Every update instant No complex setups or integrations. No scattered feedback. Just smooth, thoughtful assessment management that works. If you're curious to see this feature live in action, feel free to book a demo with our team. Link in the comments.

Bread...what? Breadcrumbing is a quiet disruptor that erodes trust and engagement. When promises of growth don’t match reality, teams suffer, and top talent walks. For recruiters and HR teams, tackling breadcrumbing means pushing for clear career paths, open communication, and real follow-through on development plans. What has worked for your team to prevent breadcrumbing? Our comments are open.

Korn Ferry's recent deep dive into talent acquisition trends shows one thing: adapt or risk irrelevance. From AI that enhances, not replaces, to skills-first strategies and hybrid 2.0, the game is changing fast. If you’re a leader, recruiter, or HR pro, these insights are your roadmap to thrive. Get the full report in the link in the comments.

Sometimes a bird’s eye view (and a sturdy ATS) is the only way to manage it all.

In recruiting, every minute ?? counts. At Kula, we’re seeing AI transform how recruiters tackle their daily tasks—from resume screening, reporting, and candidate sourcing to interview scheduling. We'd love to know which process saves you the most time with AI’s help. Take the poll below ??

Interviews shouldn’t be transactional. They’re opportunities to build a genuine connection, show respect, and leave a lasting impression. The difference between good and great interviews? 3 things ?? Swipe through to learn.

The holy trinity of Q4 success: keyboard, coffee, and yours truly, Kula All-In-One.

10 ChatGPT prompts every recruiter should be trying. 1?? “Summarize why a 3-month gap in a candidate’s resume isn’t a concern for [specific industry].” Address those resume gaps proactively during candidate reviews with clear, concise explanations. 2?? “Draft a weekly update on active roles for hiring managers, summarizing progress, key updates, and next steps.” Streamline communication and cut down on endless back-and-forth emails. 3?? “Generate a profile summary for [candidate name], outlining their strengths, soft skills, and culture fit in bullet points.” Keep internal discussions focused with quick, comprehensive overviews. 4?? “Create a comparison matrix of the last 10 applicants for [role], including ratings for key skills, experience, and interview feedback.” Simplify decision-making with clear, organized data. 5?? “Write an email template to inform candidates about the timeline and next steps after their second interview.” Manage expectations and reduce follow-up questions by providing clarity upfront. 6?? “Draft a ‘meet the team’ introduction to send candidates ahead of their final interview with [specific team].” Give candidates a glimpse into your culture and help them prepare for their next conversation. 7?? “Update a LinkedIn bio with a mention of [recent company achievement] to subtly highlight company success.” Enhance your online presence and attract more interest by showcasing your company's wins. 8?? “Write a 5-minute mini training session for hiring managers on how to assess soft skills effectively during interviews.” Offer quick, valuable guidance that equips hiring managers to make better assessments. 9?? “Create a FAQ sheet for candidates attending a virtual career fair, covering essential information about your company and open roles.” Improve the candidate experience by answering common questions before they even need to ask. ?? “Draft a script for a brief, personalized voice note to send passive candidates about an exciting new role.” Engage passive candidates more effectively than with another standard email— sometimes, a voice note can cut through the noise. What other AI prompts are you using? Share in the comments.