Track candidates through every hiring stage with Avani's configurable pipeline, interview scheduling, evaluation tasks, and Email-CRM — built for Indian SMBs.
Avani Business OS lets HR teams configure a candidate pipeline with custom stages that match their actual hiring process — from Application Received and Screening to Technical Round, HR Interview, Offer Negotiation, and Offer Accepted or Rejected. Indian SMBs in IT services, manufacturing, retail, and healthcare all have different hiring workflows; a single rigid pipeline fails them all. With Avani, each stage is named and ordered by your HR team, so every recruiter and hiring manager sees exactly where every candidate stands without needing a separate spreadsheet. Candidate cards move through the pipeline with a status update, giving the entire hiring team a shared, real-time view of the funnel from first application to final decision.
Every interview in Avani is a structured meeting record — created in the Meetings module with a title, date, time, location or video link, attendees (interviewers and their departments), and agenda. When an interview is scheduled for a candidate, it appears on the recruiter's calendar alongside all other company meetings, eliminating the email back-and-forth that wastes hours every week for Indian HR teams. Interviewers receive a notification inside Avani and can review any notes or evaluation criteria added to the meeting before the session begins. Post-interview, the meeting record becomes a permanent audit trail of who interviewed the candidate, when, and what was discussed — useful for salary negotiation context, offer approvals, and internal compliance reviews.
Collecting structured feedback from multiple interviewers is one of the most inconsistent parts of any hiring process. Avani's Tasks module lets HR create an evaluation checklist for each candidate — assigning specific assessment tasks to each interviewer: rate technical skills, assess cultural fit, check communication for the role level, verify notice period and salary expectations. Each task has a due date and is assigned to a named interviewer, so feedback collection is tracked and accountable. Completed evaluations aggregate under the candidate record, giving the hiring manager a consolidated view before the final decision. For Indian companies hiring in competitive markets like Bengaluru, Pune, or Hyderabad, this structured approach prevents good candidates from slipping through due to delayed or missing feedback.
Keeping a candidate engaged between stages is critical in India's competitive talent market — a delayed acknowledgement or missing interview confirmation email can lose a strong hire to a faster competitor. Avani's Email-CRM module lets recruiters send professional emails to candidates directly from the platform — interview invitations, test links, offer letter follow-ups, or polite rejection notes — with the full email history stored against the candidate record. Recruiters can paste or import candidate email addresses, add them as CRM leads, and communicate through structured templates. Every sent email is timestamped and logged, so any team member can pick up the conversation without asking the original recruiter what was already said.
Candidate evaluations should never live only in one person's memory or personal notes app. Avani allows recruiters and hiring managers to add structured notes directly to a candidate's record — observations from a phone screen, a concern raised during a technical round, a reminder about a specific salary expectation, or a note that the candidate was referred by an existing employee. These notes are visible to every authorised team member working on the role, ensuring that institutional knowledge about each candidate travels with the record and not with a specific recruiter. For Indian SMBs where HR teams are lean and roles are shared, collaborative notes prevent repeated screening of the same candidate and preserve context when a recruiter hands off a role to a colleague.
Avani Business OS connects the applicant tracking workflow directly to onboarding — when a candidate moves to Offer Accepted in the pipeline, HR can immediately begin setting up the employee profile, raising document requests via PortalRequest, and creating a first-week task checklist. There is no data re-entry between hiring and onboarding: the candidate's name, role, department, and agreed CTC travel with the record. Indian SMBs that use multiple disconnected tools for recruiting, communication, and HR often lose days to re-entry and handover errors; Avani eliminates that gap entirely. From the first application to the employee's first day — candidate pipeline, interview scheduling, evaluation tasks, email communication, notes, and onboarding — all run inside a single platform.
An applicant tracking system (ATS) in India is software that helps HR teams and recruiters manage the end-to-end hiring process — from receiving applications and moving candidates through defined pipeline stages to scheduling interviews, collecting structured evaluations, communicating with candidates, and transitioning selected hires into onboarding. Avani Business OS provides a configurable applicant tracking workflow built on its pipeline, Meetings, Tasks, and Email-CRM modules — enabling Indian SMBs to track every candidate through every stage of their hiring process without a standalone ATS tool, keeping the full workflow inside the same platform that manages payroll, attendance, and employee records.
Most standalone ATS platforms impose a fixed pipeline (Applied, Screened, Interviewed, Offered, Hired) that may not match how your company actually hires. Avani lets HR teams configure the pipeline stages to match their exact process — for example, a technology company might define: Application Received, Initial Screening, Technical Assessment, Technical Interview Round 1, Technical Interview Round 2, HR Discussion, Offer Negotiation, Offer Accepted. A manufacturing company might have a completely different flow. Each stage is named and ordered by your HR team, and candidate cards are moved manually as the process advances, giving every recruiter and hiring manager a real-time visual of the full funnel without any assumptions built in.
In Avani, every interview is created as a Meeting record — with a title (e.g., 'Technical Interview — Candidate Name'), date, time, meeting location or video conference link, and invited attendees (interviewers). The recruiter schedules the meeting from the Meetings module and links it to the relevant pipeline stage. All invited interviewers receive in-platform notifications and can view the meeting agenda and any pre-interview notes before the session. After the interview, the meeting record is a permanent, timestamped record of who participated and what was discussed — eliminating the informal calendar invites and email confirmations that Indian HR teams typically juggle across WhatsApp and Gmail.
Yes. Avani's Tasks module lets HR create a separate evaluation task for each interviewer — specifying what to assess (technical depth, problem-solving, communication fit, notice period verification, salary alignment) and setting a submission deadline. Each task is assigned by name so accountability is clear: the interviewer cannot claim they forgot or did not know what was expected. Completed evaluations are stored against the candidate record and visible to the hiring manager, enabling a data-informed final decision. For Indian companies hiring in competitive job markets where speed and quality of decision-making both matter, this structured approach significantly reduces the back-and-forth that delays offers.
Avani's Email-CRM module lets recruiters send emails to candidates directly from the platform — interview invitations, assignment links, offer follow-ups, or rejection notifications. Candidate email addresses can be added individually or pasted in bulk. Every email sent is logged with a timestamp against the candidate's record, so any team member can view the full communication history without asking the original recruiter. This is especially useful for Indian SMBs with small HR teams where one recruiter may cover multiple roles and another may need to step in — the full context is always visible in one place, preventing the awkward situation of a candidate receiving duplicate or contradictory messages.
Collaborative notes in Avani are free-text observations that any authorised recruiter or hiring manager can add to a candidate's record — phone screen impressions, technical assessment scores, concerns raised during an interview, a note that the candidate was referred by an employee, or a reminder about a specific salary expectation or joining date constraint. Unlike personal notes apps or email threads that disappear when a recruiter leaves or hands off a role, these notes stay attached to the candidate record and are visible to the full team. For Indian SMBs where HR bandwidth is limited and roles are frequently handed between team members, collaborative notes prevent repeated screening and ensure every decision-maker has the full picture.
Yes. Once a candidate's pipeline status is updated to Offer Accepted, HR can immediately begin the onboarding workflow inside Avani — creating the employee profile, configuring the salary structure (with PF at 12% of basic and ESI eligibility for gross salary up to ₹21,000), raising document requests via PortalRequest for PAN, Aadhaar, bank details, and educational certificates, assigning assets, and creating a first-week task checklist. Because both the applicant tracking workflow and the HR management system live in the same platform, there is no data re-entry, no copying candidate details into a separate HRMS, and no delay between offer acceptance and payroll setup.
Yes. Avani Business OS is specifically built for Indian SMBs — companies with 10 to 500 employees that cannot afford enterprise ATS software with six-figure annual licensing fees but still need a structured, professional hiring process. The applicant tracking workflow in Avani is part of the same all-in-one platform that handles payroll (including PF, ESI, and TDS Section 192), attendance, leave, assets, CRM, and projects — so there is no additional per-user ATS fee. Indian startups and growing SMBs in cities like Bengaluru, Pune, Mumbai, Delhi, and Hyderabad use Avani to run hiring alongside all other business operations without increasing their software stack or headcount.
Get free access to Avani Business OS →