Answers, in plain language.

HRM8 is a workforce platform for direct employers. It combines hiring software, HR management, an Assessment Hub, and consultant-led Recruitment and HR Services in one place. Built for organisations that want to hire, manage and grow their team without juggling multiple tools or external agencies.

Direct employers. Scale-ups outgrowing spreadsheets, mid-market organisations consolidating point tools, and enterprises standardising globally. HRM8 is not for recruitment agencies looking to resell the platform to their own clients.

Most modern ATS or HRMS platforms are software-only. HRM8 includes experienced recruiters and HR consultants as a first-party part of the platform. They work inside your account, on the same employee record, when you need them. The software and the people aren't separate products from separate companies. They're one offering.

HRM8 supports employers across multiple regions. The platform is designed with regional data residency in mind, so organisations operating across jurisdictions can run on the same product.

HRM8 is in late build and approaching general availability. Public surfaces describe what the platform does and how it's commercialised. Specific features may be in active development through to GA.

Applicant tracking, careers page, AI-assisted screening, structured scorecards, e-sign offers, and integrated job distribution to 25,000+ boards. Subscription and PAYG options for different hiring volumes, plus a free Lite tier for small teams getting started.

People records, leave, performance reviews, compensation, self-service, document library, payroll integration, and standard reporting. Shares one employee record with the ATS, so candidates become employees without re-entering data.

AI Interviews, Reference Checks, and skills and behavioural assessments. Available standalone or built into the hiring flow. Consent-first across every assessment.

Each product is independently buyable. The platform value compounds when you use more (one employee record, one consent flow, one bill), but you can start anywhere and add as needed.

HRMS is the consolidation play. If you already run an HR system, you can start with ATS, Recruitment Services, or Assessment Hub independently and add HRMS later when you're ready to consolidate.

The software (ATS) is what your team operates. Recruitment Services is delivery work by experienced HRM8 recruiters. They work inside your ATS to source, screen and shortlist candidates for roles your internal team can't cover alone. Shortlist, Recruit, Search and RPO are the engagement modes, priced per engagement.

HRM8 staff. First-party. They work for HRM8, not as an external agency the buyer brings in. The first-party arrangement is the wedge: the recruiters work inside your ATS, on your record, with the same compliance posture as the rest of the platform.

Experienced recruiters and HR consultants engaged by HRM8. They specialise across hiring sectors and HR domains, and they own every output. AI is a tool they use. It's not the actor doing the work.

Run hiring yourself for roles your team can fill. Most ATS-led hiring works this way. Bring in Recruitment Services when a role is hard to fill, niche, or when your team doesn't have capacity. Shortlist works for early-stage support; Recruit and Search go deeper.

On-demand advice, retainer engagements and project work. Topics include policy, employment relations, employment law guidance, performance management casework, and generalist HR support.

Recruitment Services are priced per engagement: Shortlist, Recruit and Search, with Search at 10% of salary and a minimum fee. RPO is custom. HR Services on-demand is fixed-price per call, Retainer is monthly on a 3, 6 or 12 month commitment, and Project is scope-priced. Full pricing is on the Pricing page.

Each pillar has its own pricing. ATS subscriptions from US$295/month or PAYG from US$195/job, with a free ATS Lite tier for small teams getting started. HRMS from US$7 per employee per month, billed annually in seat blocks of 50. Assessment Hub from US$25 per candidate. Recruitment Services Shortlist from US$990. HR Services advisory from US$189. Full breakdown on the Pricing page.

ATS Lite is free for small teams getting started. Other pillars are paid from day one, and pricing scales with usage.

Yes. Public pricing anchors are in USD. Regional currency display is available in-platform.

ATS and HRMS subscriptions are billed annually, with HRMS seats sold in blocks of 50. Recruitment Services and HR Services are priced per engagement or by retainer commitment.

Yes. The platform is built for this. Start with one pillar and add others as your team or hiring needs grow.

Yes. The HRMS Enterprise tier is custom-priced (multi-entity, multi-jurisdiction, SSO/SCIM, sandbox environment, dedicated account manager, SLA-backed support). RPO is custom-priced per agreement.

HRM8 is designed with regional data residency in mind. Customer data is held in the customer's nominated region. Specific arrangements are confirmed at the commercial stage.

HRM8 is designed for EU AI Act, NYC LL144, Colorado AI Act, Australian Privacy Act ADM, UK ICO/EHRC AI guidance, and Indian DPDP.

SOC 2 Type I is targeted at general availability. Privacy frameworks (GDPR, Australian Privacy Principles, Indian DPDP) are designed-for. Current certification status is on the Trust page.

AI is used to screen, summarise and surface context. Human reviewers own every consequential decision. Eight categories of decision always involve human review: final shortlist decisions, offer and rejection communications, executive search longlists, employment relations guidance, policy interpretations, compensation recommendations, Assessment Hub disqualifications, and reference checks.

Yes. Customer data is exportable on demand at any time.

Candidate data retention follows the customer's configured retention policy. Records can be exported any time before retention applies.