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Talent · AI-assisted recruiting

Smarter, faster hiring with AI.

Discover the right talent and manage the entire candidate-to-employee journey on a single platform. From personnel requests and internal/external listings to AI-assisted CV analysis, interviews, references and offers — every step is connected.

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Criterion · Evidence · Score expert-verified CV analysis6 stages in one flowCalendar & template communication integrationPlena HR integration

From personnel request to the first day at work — a six-stage pipeline in Plena.

How it works

Six stages from personnel request to onboarding

The exact same six-stage pipeline shown in the hero scene: from request to listing, from evidence-based CV evaluation to employee record.

  1. Personnel requestManagers open approved-headcount or additional staff requests; needs pass through the defined approval chain.
  2. Internal and external job listingPositions are created from approved requests and published with screening questions across internal and external channels.
  3. Applications & CV analysisCVs are scanned against criteria; supporting evidence is extracted from each CV, scored and presented for expert review.
  4. Interviews & calendar schedulingVoice/video pre-screening, calendar invites (Teams, etc.), manager evaluation forms and reference checks are run.
  5. Offer & approval flowAn offer letter is prepared for the selected candidate, routed through approvers and tracked through acceptance.
  6. Onboarding (Pre-onboarding)Joining documents are collected from the accepted candidate and the record is transferred to Plena HR.
Three strongest capabilities

Evaluate with evidence, move faster with automated communication.

Explainable evaluation through criteria, evidence and scores, calendar- and template-integrated candidate communication, and end-to-end process management.

Explainable AICriteria, evidence, score and expert reviewIn CV and interview evaluations, the criterion and evidence behind every score are shown transparently rather than a black-box number.
  • 01Criteria & evidence: Position criteria (experience, skills, language, location) are matched with supporting excerpts from the CV.
  • 02Scoring: Calibrated on your experts' real assessments (Ground Truth), the model produces criterion-level and overall scores.
  • 03Expert control: AI ranks and recommends; setting weights and making the final decision always stays with your recruiting team.
Calendar & communicationAutomated candidate communication & schedulingCandidates never wait in the dark; interview scheduling and stage notifications work together.
  • 01Voice & form screening: Candidate availability and preferred interview slots are captured via the voice assistant or application form.
  • 02Calendar & meeting invites: Once a slot is chosen, calendar / Microsoft Teams invites are sent to evaluators and the candidate.
  • 03Template-driven flows: Custom SMS and e-mail templates trigger automatically on every status transition.
End-to-end pipelineSix stages from request to employee recordAn uninterrupted flow from personnel request and internal/external postings to references, offers and Plena HR transfer.
  • 01Internal & external listings: Internal employee applications and external candidates are managed in the same pool.
  • 02Shared decision: HR, hiring managers and offer approvers collaborate on the same candidate card.
  • 03Handoff to Plena HR: Accepted candidates transition through pre-onboarding directly into an employee record.
Live scene

CV score, voice call, interview plan

Criteria are scored and compared with expert scores; the voice assistant calls the candidate, asks screening questions and books the interview. The final call stays human.

AI capabilities

Capabilities in use today

Presented at the PLENA HR Vision ’26 launch. Figures in examples are representative.

CV score calibrated with expert evaluations

We teach the AI your experts’ judgement.

Not a generic model: scoring tuned on real job posts and CVs that your own experts graded.

  1. Experts write the answer keyA real job post and real CVs; three independent experts, the same 12 categories.
  2. The AI takes the same testExperts never see the AI’s scores or each other’s.
  3. We measure the gapsWhich categories does the AI over- or under-weight?
  4. We tune the AI to youYou set the weights per job post; the final call stays with the expert.
Candidate communication

From first contact to offer, Plena is on the line for you.

Same candidate, two natural phone calls. No keypad menus; the candidate answers in plain sentences.

  1. First callAsks the pre-screening questions.
  2. Second callSchedules the interview.
  3. Candidate cardAnswers are categorised and written to the candidate card.
AI-assisted video interview

From answer to evidence, from evidence to score.

Every competency score comes with the evidence quoted from the answer. Nothing is final until an evaluator approves.

Only the content of the answer is assessed. Facial expression, tone of voice and appearance are never scored.

  1. QuestionRole-specific competency questions.
  2. AnswerThe interview is transcribed.
  3. EvidenceConcrete evidence from the answer for each competency.
  4. Score and approvalOverall fit score; evaluator approval.
Plena İşe Alım → Plena Arşiv

When the offer is accepted, nothing starts over.

Candidate data is never re-entered; the accepted offer starts pre-onboarding.

  1. OfferThe digital offer is accepted.
  2. Documents + e-GovernmentDocuments are uploaded from a phone, recognised and verified with the e-Government barcode.
  3. E-signatureContracts and consents are signed.
  4. OnboardingFiled in the right personnel folder; onboarding tasks begin.
What makes it different

Hiring is not just candidate tracking — it's a shared decision process.

Plena Hiring brings managers, recruiting teams and approvers together in the same process. While each stakeholder performs the steps they are responsible for, HR teams track the whole process centrally.

ManagersDefine the need, evaluate the candidate.
  • Create and track personnel requests
  • Complete interview evaluation forms
  • Give their team's input on internal applications
Recruiting teamsRun the process centrally.
  • Manage positions, internal/external listings and applications
  • Review criteria, evidence and AI scores to build the shortlist
  • Connect reference, offer and pre-onboarding steps
ApproversStep in at decision points.
  • Take part in personnel request approval flows
  • Approve offer letters step by step
  • Every step is logged: who decided what, and when
All product features

Manage every step of recruiting on one platform

From evidence-based CV analysis to calendar-integrated interviews, template-driven candidate communication and KVKK processes.

  1. Criteria & evidence-based CV analysisParse CVs and view supporting evidence, criterion scores and overall fit under expert review.
  2. AI interviews & voice screening (IVR)Ask screening questions through AI interviews and natural voice calls, writing candidate answers straight to the card.
  3. Evidence-quoted video interview analysisAssess only the content of recorded video answers with quoted evidence and competency scores.
  4. Internal & external listing managementCreate internal and external postings from approved requests, add screening questions and publish across channels.
  5. Candidate pool & advanced filteringFilter candidates by experience, skills, education, location and criterion scores; tag and compare side by side.
  6. Calendar & automated communication flowsSend calendar/Teams invites for interviews and trigger template-based SMS and e-mail notifications on status changes.
  7. Branded candidate portal & career siteCollect digital applications and documents through a career site and candidate portal styled with your brand.
  8. Manager evaluation & reference checksCombine structured manager interview forms and reference check results on the candidate card.
  9. Offer letter & approval chainCreate offers with compensation and benefits, route through multi-step approvals and track candidate acceptance.
  10. Pre-onboarding & Plena HR handoffCollect joining documents from accepted candidates and convert them into a Plena HR employee record.
  11. KVKK, confidential listings & role permissionsManage consent, retention/deletion workflows and confidential listing access by role.
  12. Pipeline & source analyticsReport conversion rates across the six-stage pipeline, average time to hire and channel performance.
Security, integration & technical features

Candidate data stays under control.

Plena Hiring supports controlled management of candidate data, role-based access and data flow across the Plena ecosystem.

✓ KVKK lifecycle✓ Confidential listings✓ Plena HR integration
KVKK & candidate data lifecycleCandidate data is managed end to end, within the legal framework.
  • Disclosure consents and explicit consent preferences are recorded
  • Retention periods, deletion and anonymisation are managed
  • Access to sensitive candidate data is restricted by role
Access & approval flowsWho accesses which data at which step — defined.
  • Recruiter, manager and approver access is separated
  • Confidential listings open only to assigned recruiters
  • Relevant approvers join requests and offers
Calendar, communication & Plena HR syncSeamless flow from interview scheduling to onboarding.
  • Calendar and online meeting (Teams, etc.) invites for interviews
  • Template-driven SMS, e-mail and system alerts on status changes
  • Automatic transfer of accepted candidates to Plena HR
Talent

Works well with

Skills-based organisation, 9 Box, succession and career management.Explore NewCourses, exams and certificates, with the new İyi Olma Hali series.Explore
FAQ

Frequently asked questions

Can we manage internal job postings in the same system?

Yes. Positions can be published as internal postings; employee applications are tracked in the same candidate pool as external applicants and evaluated together with the relevant managers.

How does AI-assisted CV analysis work?

CV evaluation runs across four steps: (1) Position-specific experience, skill, language and location criteria are defined, (2) Supporting evidence for each criterion is extracted from the candidate's CV, (3) The model calibrated on expert assessments (Ground Truth) produces criterion-level and overall fit scores, and (4) Scores and evidence are presented for recruiter review; the final decision always stays with your team.

What are AI-assisted interviews and video interview analysis?

Candidates can take interviews conducted by AI; in recorded video interviews, answer content is analysed with quoted evidence. Results are presented for expert review in the Evaluations tab on the candidate profile.

How does the offer process work?

An offer letter is created for the selected candidate with salary, benefits and terms; it is sent to the candidate after approval by the managers and approvers in the defined approval flow. Delivery, viewing and acceptance status are tracked.

Where do candidates apply?

External postings are published on job boards and the candidate portal; candidates apply digitally and manage their CV, experience and education details. All applications appear in the relevant listing and candidate pool screens.

How are KVKK (data protection) processes managed?

Disclosure consents, explicit consent preferences, retention periods and deletion/anonymisation operations are managed in the system; the candidate data lifecycle stays controlled.

Can we post confidential listings?

Yes. Confidential positions are only visible to the assigned recruiters; access to candidates and sensitive information is restricted through role-based authorisation.

What happens to candidate data when hiring is complete?

Candidates who accept the offer are directed to pre-onboarding; their information is transferred to Plena HR and an employee record is created.

How do calendar and candidate communication integrations work?

When an interview is scheduled, calendar and online meeting (Microsoft Teams, etc.) invites are generated for candidates and evaluators. Automated e-mail, SMS and system notifications run from defined templates on stage changes, and all communication history is kept on the candidate card.

Can we present the hiring platform with our own brand?

Yes. The look of the listing, application and candidate portal screens can be customised to your corporate brand; candidates see your brand throughout the process.