How Virkla Works
Virkla structures the full hiring cycle into four connected stages: attract and source, screen and score, evaluate and collaborate, then decide and improve. Each stage has dedicated tooling, and the entire process runs in a single platform — no context switching, no lost data, no disconnected spreadsheets.
Stage 1 — Attract and source
Everything starts with a well-defined role. In Virkla, recruiters create job postings with structured fields for requirements, evaluation criteria, and interview stage configuration. AI Debias tools scan the posting for exclusionary or gendered language before it goes live — so more qualified candidates see a role that speaks to them.
- Create structured job postings with requirements and scoring criteria
- Run language analysis on job descriptions before publishing
- Publish to job boards and career sites via integrated distribution
- Configure pipeline stages, ownership, and team access per role
Stage 2 — Screen and score
When applications arrive, AI Score Matching ranks candidates against the role criteria defined during job creation. Recruiters see a prioritised list — not a raw inbox — so the most relevant applicants are reviewed first. Optional blind CV mode anonymises names and photos during early screening to reduce the influence of non-relevant identity signals.
- AI-ranked candidate list based on role-specific fit criteria
- Optional blind CV mode for anonymised early screening
- Bulk rejection and progression actions for efficiency at high volume
- Candidate timeline tracks every status change and recruiter action
Stage 3 — Evaluate and collaborate
Virkla's Internal Notes & Evaluations module gives each interviewer a structured form tied to the role's scoring criteria. Notes are captured in the candidate timeline, feedback is required before stage progression, and the consolidated view gives hiring managers a decision-ready summary — not a scattered inbox thread.
- Role-specific evaluation templates created before interviews begin
- Structured scoring fields with defined criteria for each competency
- Feedback completion gates to prevent stage progression on incomplete reviews
- Consolidated recommendation view for faster hiring manager decisions
Stage 4 — Decide and improve
After each hire — and across the pipeline as a whole — Virkla surfaces the metrics that matter: time-to-hire by stage, funnel conversion rates, interviewer feedback patterns, and source quality data. Recruiting operations teams use this to identify bottlenecks, improve job posting quality, and make better headcount forecasts over time.
Full funnel
visibility from application to offer
Stage analytics
to identify where candidates drop and why
Source tracking
to understand which channels produce the best hires