Hiring, without the stack.
One system for the work between application and decision. Avlo handles the reading, questions, booking and write-ups that consume a recruiter's week - so your team can spend more time making hiring decisions.
Real results. Fast.
See the time and cost savings from day one, so your team can focus on what they do best.
Figures from one client's first three months using Avlo. Time and cost savings are Avlo's own estimates, based on typical screening times and agency fees for the roles involved - not measured or audited outcomes.
One file. One picture. Always current.
Every stage adds to the same candidate file. By interview day, your team has one current view of the candidate - not a CV in one system, notes in another and unanswered emails somewhere else.
Operations Manager
Why make your team work across five platforms?
Every extra tool is another login, another integration, another gap where the candidate's story gets lost. Avlo replaces the stack with a single system.
Faster for you. More consistent for them.
Every application is read in full against the role's actual requirements - no skimming, no keyword filter. Each candidate gets a plain-English verdict with the strengths and gaps behind it, so the standard is the same for the first CV and the fortieth.
Don't lose good people to a bad CV.
When a CV leaves something unanswered, Avlo asks the candidate and looks again when they reply.
1. Were you responsible for all four sites on your CV?
2. Roughly how many people reported to you?
Spend your time on people, not paperwork.
The admin between stages, handled. Avlo takes care of chasing, booking, marking and reviewing, so your team can focus on the conversations and decisions that need people.
Feedback in minutes, not chased for days.
The interview write-up arrives drafted against the role's criteria, ready for the hiring manager to check and submit.
- Gave strong examples of leading through the four-site rollout, including how she coordinated site leads and kept the programme on schedule.
- Communicated clearly under pressure - walked through how she reset timelines when two sites fell behind.
- Didn't provide clear evidence of full site P&L ownership - worth probing at second interview to understand the extent of her budget authority.
- Limited detail on how she manages underperformance in her team - worth a follow-up example.
Your decisions, on record.
Reject or progress a candidate and the reasoning goes with them - the CV review, the feedback, the message you sent. Nothing to reconstruct if someone asks why.
- Budget ownership evidenced on the CV
- Leadership experience not evidenced
- Multi-site scope not evidenced
- Regulated experience not evidenced
Eight years in multi-unit retail operations, most recently as an assistant manager overseeing day-to-day site performance. His CV sets out budget tracking in detail but does not describe managing other managers or working across more than one site.
See Avlo on a real vacancy.
Bring us one of your roles and we'll show you how candidates move from application to decision.