01
Step 01Post a job
Post the job.
Drop a title and a few notes. Figo writes the JD, the conversation rubric, and a branded career page — in seconds.
- Title + notes → a full JD
- Branded career page in seconds
- Conversation rubric tuned to the role
Inside the platform
Five tools. One hiring surface.
COPILOT
01 — Copilot
Recruiter superpowers, inline where work happens.
CHALLENGES
- Recruiters juggle tabs and lose context between tools
- Manual note-taking slows every screen and handoff
- Writing follow-ups at scale burns a full workday
WE HAVE SOLVED
- Inline copilot drafts, summarizes, and acts in one place
- Context preserved across candidate, role, and stage
- Bulk follow-ups generated and sent in seconds
ANALYTICS
02 — Analytics
Pipeline insight that fits the way you hire.
CHALLENGES
- Dashboards show averages, not the shape of the pipeline
- Custom cuts require data team tickets and a week of waiting
- Interview feedback never connects back to source or score
WE HAVE SOLVED
- Every slice of the pipeline explorable in seconds
- Natural-language queries answered with live charts
- Source, score, and outcome stitched end-to-end
ENRICHMENT
03 — Enrichment
Conversation-based profile enrichment. Candidate-approved.
CHALLENGES
- 400 applicants, 6 seconds each — great people get missed
- Keyword-match ATS systems reward resume-gaming
- Borderline candidates are quietly deprioritised, never developed
WE HAVE SOLVED
- A short AI conversation surfaces what the candidate states beyond the CV
- Deterministic match details (e.g. 5/6 required skills, 590 km, EU work auth)
- Candidate reviews and approves their draft before any recruiter sees it
AUDIT
04 — Audit
Every action tracked. Every approval logged.
CHALLENGES
- Hiring decisions are invisible once the role closes
- Compliance reviews rely on memory and Slack threads
- AI tools rarely leave the evidence a regulator wants to see
WE HAVE SOLVED
- Who moved a candidate, when, and why — all stored
- Deterministic match details + transcript quotes preserved alongside recruiter notes
- Full audit history for GDPR / DSAR / compliance reviews
CAREER PAGE
05 — Career Page
A career page that looks like you.
CHALLENGES
- Generic ATS-hosted pages undersell the brand
- Updating copy or layout requires engineering tickets
- Third-party job boards own the candidate relationship
WE HAVE SOLVED
- Drag-and-drop builder with brand-native blocks
- Hero, culture, team, and hiring-process modules built in
- Candidates apply directly — no third-party detour
How it works
From a job post, to a profile that goesbeyond the CV.
02
Step 02Apply and talk
One page. One quick chat.
Candidates apply on a single branded page. Right after, Figo runs a short AI-led conversation — surfacing what the candidate states beyond what's on the CV. No audio is recorded.
- One-page apply, no logins
- Resume parsed; transcript only — no audio kept
- Structured AI conversation, tuned per role
03
Step 03Candidate approves
Candidate approves their own draft.
Figo assembles a structured draft from the conversation. The candidate edits and approves it before any recruiter sees it. Recruiters then review deterministic match details and decide who to invite.
- Candidate edits and approves the draft
- Deterministic match details (e.g. 5/6 required skills, 590 km)
- Recruiter rates, invites, calendar invite sent
Play with the numbers
See what changes for your team.
Time-to-fill
12d
vs ~36d typical
Click to flip
12days · vs ~36
Pipeline coverage
100%
vs ~8% typical
Click to flip
100%vs ~8% typical
First-touch
~4min
vs ~4 days typical
Click to flip
~4min · vs ~4d
Benchmarks
Industry median
vs Figo
The opportunity
See who you're missing
1.2k/ mo▲ ~12× vs today
Your 2 recruiters can genuinely screen about 100 people a month (≈50 each). Beyond that, applicants pile up unseen. Figo enriches every applicant — automated and in parallel — so coverage doesn't depend on headcount.
Capacity model · Jobvite ~8% baseline↩ tap to go back1.1k/ mo skipped today
Seen todayFigo reaches
88% of employers admit qualified candidates get filtered out by résumé screening. The 92% your team can't reach today aren't all unqualified — Figo gives them a conversation. Yellow = what your 2 recruiters can screen; green = everyone Figo reaches. Each square ≈ 12 applicants.
Harvard / Accenture · Hidden Workers, 2021↩ tap to go back50hrs / mo reclaimed
Your teamFigoby team size →
Your 2 recruiters can give a real first conversation to about 100/mo (8% of this pipeline). Figo enriches the rest — you'd need ~24 recruiters to match it by hand. The ~50 hrs/mo it takes off your team ≈ $2.8k at $55/hr.
BLS loaded rate · capacity-based estimate↩ tap to go back1.2kenrichment conversations, no exceptions
Every applicant gets the same candidate-led conversation, the same agenda and the same rubric. Figo keeps the transcript, never the audio, and the candidate approves their profile before you see it.
Figo product — enrichment architecture↩ tap to go backStarter
Try Figo end-to-end
Free while we're in early access — run your first roles from apply to enrichment.
- Applicant tracking & pipeline
- AI profile enrichment — candidate-approved, no recording
- Branded career page
- Cowork assistant for recruiters
Growth
For founder-led hiring
For early teams running more than one role at a time.
- Everything in Starter
- Custom branding
- Talent pool
- Team collaboration
Scale
For growing recruiting teams
For teams hiring across several roles at once.
- Everything in Growth
- Integrations with your stack
- Advanced analytics
- Priority support
Enterprise
For larger organizations
For teams that need extra security, control, and support.
- Everything in Scale
- Advanced security & SSO
- Dedicated support
- Custom onboarding
FAQ
Questions, answered.
Everything you need to know before you request access.
Figo is a complete hiring surface, not a bolt-on AI tool. It covers the whole flow — applicant tracking and pipeline, branded career pages, conversation-based profile enrichment, a Cowork assistant for your recruiters, pipeline analytics, and a full audit trail. The AI helps your team move faster; recruiters stay in control of every decision.