Recruiter OS · Kazakhstan
The workflow layer recruiting teams run on top of the job boards they already use.
TalentFlow turns every CV your team already sources — from job boards, referrals, walk-ins, or job fairs — into a structured, company-owned candidate record, with shared pipeline visibility and interview scheduling built for high-volume hiring.
- Hosting
- KZ-resident hosting, per Kazakhstan's data-localization law
- Data model
- Per-company data isolation — no cross-tenant candidate pooling
- Focus
- Built first for mass & frontline hiring teams
Problem
Recruiting runs on tools that weren't built for it
Ask any recruiting lead in Kazakhstan running high-volume hiring and you'll hear some version of the same four complaints.
The pipeline leaves with the recruiter.
When a recruiter quits, their candidate notes, call outcomes, and shortlists usually live in a personal spreadsheet or their own memory — not in a system the company can hand to the next hire.
No visibility, no KPIs.
Hiring managers can't see time-to-fill, call outcomes, or where a requisition is stuck without pinging a recruiter directly and waiting for an answer.
Manual re-entry, every single day.
CVs get exported from job boards, retyped into Excel, pasted into WhatsApp threads, and re-typed again for the hiring manager — the same information, copied by hand, over and over.
Scheduling is a second full-time job.
Getting a candidate, a hiring manager, and a team lead into one interview slot means a five-message WhatsApp thread per candidate — and no-shows nobody sees coming until the room sits empty. At high volume, coordination quietly becomes the bottleneck.
Solution
One workflow layer, from first CV to signed offer
TalentFlow sits on top of the tools your team already uses — job boards included — and turns sourcing into a structured, collaborative pipeline your company owns.
Company-owned candidate base
Every CV your team sources is parsed and stored in your company's own private workspace — not a personal export on someone's laptop. When a recruiter leaves, the pipeline, notes, and history stay.
AI-parsed, structured profiles
Paste or upload a CV and TalentFlow extracts position history, tenure, education, and skills into a clean, filterable profile in seconds — no manual re-typing.
Role-based team visibility
Recruiters, team leads, hiring managers, and analysts each see exactly the view they need — live pipeline status, call outcomes, and decisions — without a status-update meeting.
Collaborative questionnaire builder
Team leads and hiring managers pre-load the screening questions that matter before a single call happens, so every recruiter asks the same things and every answer lands in the same place.
Multi-party interview time-optimizer
Enter candidate and interviewer availability once; TalentFlow finds the overlapping windows and ranks them — instead of a five-message WhatsApp thread to find one 30-minute slot.
What doesn't change
You keep sourcing and paying for the job boards and channels you use today — that line item doesn't change. TalentFlow is additive: the workflow layer for everything that happens after you find a candidate, not a substitute for those sources' databases and not a way to avoid their fees.
Why now / Market
A contested market — and a vertical we can win
Kazakhstan's recruiting-software market is not empty. Three live, KZ-hosted competitors already sell CV parsing, role-based access, and interview scheduling. We're not first. We're focused.
Local ATS incumbent — job-board-style ingestion
KZ-hosted (Almaty data center), KZT-priced, job-board-style CV ingestion.
Local ATS incumbent — AI screening & chat bot
Almaty-based, direct job-board ingestion, AI resume scoring, chat-based screening.
Broader HR-suite incumbent
Broader HR suite (ATS + HR document flow + LMS), whole-of-company pricing.
Why we don't fight this horizontally
Local ATS incumbents already cover general ATS breadth — parsing, filters, role-based access, calendars. Racing three live, funded incumbents on feature parity is a losing game for a new entrant. So we don't play it.
Where we go instead
We go deep in one underserved vertical — mass and frontline hiring (retail, logistics, call centers, QSR, security, BPO) — where the pain isn't finding candidates, it's coordinating dozens of recruiters and hiring managers across hundreds of parallel openings at once.
Publicly, no KZ competitor markets a genuine multi-party interview time-optimizer beyond basic calendar booking, and manager-facing visibility is typically sold as a bolt-on module rather than the core design. That's the gap we're building into — based on publicly available product information, not a claim that it's an empty category.
Product
See the pipeline
One shared board is the single source of truth for a candidate's stage — sourcing, screening, shortlisting, manager decision, and scheduling all in one place, visible to every role in real time.
Backend Developer — FinTechCo mockup
IllustrativeSourced
48Candidate A.
Candidate B.
Screening
12Candidate C.
Shortlisted
6Candidate D.
Client review
3Candidate E.
HM decision
2Candidate F.
Interview scheduled
1Candidate G.
Fictional names and figures for layout purposes only — no real candidate data is used anywhere on this site.
The hardest part — CV parsing — is real today.
Paste any CV (or use a sample) and watch TalentFlow extract a structured profile in seconds. Synthetic data only — nothing you paste is stored.
Business model
Priced per seat. Sold on ROI.
Flat, per-recruiter-seat SaaS — no metering on your own team's usage inside TalentFlow.
Price
~20–25k KZT
per recruiter seat / month
Flat means flat: no per-search fees inside TalentFlow, no metering on your own team's usage.
Sold on ROI — not on your sourcing spend
You keep paying for your job boards and sourcing channels exactly as you do today — that line item doesn't change. What you're buying from us is hours back: less manual CV entry, less WhatsApp status-chasing, and faster time-to-fill on roles that cost real money every day they sit open.
Illustrative ROI arithmetic
IllustrativeA 5-recruiter mass-hiring team spending even 3 hours/week each on manual CV entry and status updates is spending more in recruiter time than a TalentFlow subscription costs at this price point — an illustrative calculation to show how the ROI case works, not a measured customer outcome.
Moat
Why this is hard to copy quickly
No cross-company data network effect by design (per-company isolation is a legal and trust requirement, not a growth hack) — the moat is vertical depth and workflow lock-in.
Vertical depth in mass/frontline hiring
Workflows, questionnaire templates, and scheduling logic tuned to hundreds-of-parallel-roles coordination — not general-purpose ATS breadth.
Multi-party interview time-optimizer
Solving the actual scheduling-across-many-calendars problem — candidate plus multiple interviewers — not a single-user calendar widget bolted onto a pipeline.
Manager-first real-time visibility
Built so a hiring manager who logs in twice a week still has an authoritative, live view — not a report a recruiter has to compile by hand.
Workflow lock-in over time
The longer a company's pipeline, questionnaire library, and call history lives in TalentFlow, the higher the switching cost — durable even without a cross-company data moat (Phase 1 is intentionally single-tenant, no data pooling).
The ask
Where we are, and what we're raising for
We're building the compliant, KZ-hosted MVP now: per-company data isolation, AI CV parsing, role-based visibility, and the interview time-optimizer — validated with design-partner mass-hiring employers before we scale pricing or add-on features.
We're raising a pre-seed round to fund that build and convert the first design partners into paying seats. If you work with Kazakhstan HR-tech, mass-hiring employers, or vertical SaaS in emerging markets, we'd like to talk.
Get in touch
Contact details coming soon.