Tech hiring software that runs itself.
A turnkey hiring solution for software teams, IT departments and technical services firms. Post to 100+ job boards in one click, screen for stack experience and shipped work, and keep every applicant in one place instead of three inboxes.
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Northlight SystemsSoftware Company
Software Engineer
StallingStack match requiredCandidates
31ListKanban5,000+ growing businesses hire on AvaHR without a recruiting team.
The top 10% of tech teams hire with AvaHR.
If you want to ship faster, you have to hire people who can own a service without hand-holding. Everything here exists to help you find strong engineers fast, so the roadmap never waits on a req.
One click puts the job on 100+ boards.
Applicants arrive through organic publishing. Write the post once and it is live everywhere engineers are actually looking, including the boards you have never heard of that quietly work.
Hit publish.
Watch it go live.
In the time it takes to review a pull request, the role is live and collecting applicants.
Keep your top candidates in one place.
Notes, tags and status notifications on every applicant. Custom scorecards and ratings so your engineering lead and your hiring manager rate the same things, and a hiring process you shape around how the team actually hires.
- Notes and tags that everyone on the team can see
- Scorecards built for a pairing session, not a boardroom
- Status notifications so nobody goes quiet for a week
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31 total · 22 active
Loaded with features, none of which you have to configure.
Review applicant insights for every job posting, so you know which roles are working and which are quietly leaving the roadmap unstaffed.
Real-time data tracking
Instant visibility into hiring performance, with metrics and dashboards that are current rather than compiled at month end.
Job performance reports
Measure how each posting actually performed, so the next one starts from what worked instead of a guess.
Time-to-hire reports
See how long it takes from posting to hire, and exactly which stage is where people are getting stuck.
The #1 hiring software for small business.
Show them what it is like to build with your team.
Candidates want to feel connected to their next employer before they apply. Your culture profile tells the story: the stack, the team, the work you are proud of, the way decisions get made. Organic search brings engineers straight to it.
Create Profile
PreviewSaveFrom people running technical teams like yours.
Using AvaHR to create my culture profile has connected me with so many great candidates. I love that my company has an identity and can stand out on the job boards.
Rachel S. · Philadelphia, PAI used to spend forever getting my jobs onto individual job boards. Now I build and post jobs in less than 30 minutes and send them to all the best boards. Such a game changer.
Mike B. · Portland, ORI love how easy it is to track and organize every candidate applying for my jobs. Having everything in one place makes it much easier, and my coworkers can view it too.
Carl H. · San Francisco, CAI used to struggle to keep track of all the candidates coming in whenever I posted a job. Keeping everyone organized is easy now, and sharing with colleagues is simple.
Christina S. · Denver, COStart from something that already works.
Keyword-optimized job postings rank higher and get seen by more engineers. Start from a proven template rather than a blank page.
Job description templates
Ready to post, by role, and written to be read by an engineer.
Browse →Employee handbook
Policy sections you can edit, for a team without an HR department.
Browse →Hiring checklists
Every step from posting to day one, in the order it has to happen.
Browse →Interview kits
Questions by role, with what a good answer sounds like.
Browse →Tech job description templates.
Four of the roles tech teams hire most, written so applicants know what the work actually looks like.
Everything else in the platform.
100+ free job boards
One publish, every board that matters.
Insights and analytics
Time-to-hire and source reporting that tells you where to spend next.
Text messaging
Reach candidates between meetings, where they actually reply.
Automated actions
Follow-ups, rejections and reminders that send themselves.
Custom questionnaires
Screening questions that filter before anyone picks up a phone.
Custom hiring pipeline
Stages that match how your team actually hires.
eSignatures and offers
Offer letters signed from a phone in a parking lot.
Social job sharing
Push the opening to your own channels in one tap.
Employee referrals
Your team brings the team, tracked and paid out automatically.
Four things, one account.
Post jobs
One click sends your opening to Indeed, ZipRecruiter, LinkedIn and 100+ others, with a unique job URL you can text to anyone.
Manage candidates
A modern applicant tracking system that keeps every résumé, note and message on the person rather than in an inbox.
Connect
Your culture profile gives engineers a real reason to apply, and organic search brings them to it without ad spend.
Collaborate
Your engineering lead, your hiring manager and your ops team all weigh in on the same candidate, each with the access their job needs.
Before you post the first job.
Still deciding? A specialist who has set this up for businesses like yours will walk the whole flow with you.
How long does it take to get an engineering role posted?
Minutes. Start from a job description template, adjust the compensation range and requirements, and publish. AvaHR formats the post the way each of the 100+ boards expects, including Indeed, LinkedIn, ZipRecruiter and the technical boards engineers actually check.
Can I screen for stack experience before anyone takes an interview slot?
Yes. Knockout questions auto-decline anyone missing a requirement you set, and custom questionnaires ask the rest up front: languages and frameworks, years on the relevant stack, links to shipped work or repos, on-call experience, and whether they need visa sponsorship.
Do candidates need to create an account to apply?
No. Applying takes under three minutes with no login, and the résumé is parsed into skills, history and contact details automatically, so strong candidates do not abandon a ten-field form.
Can my engineering lead and hiring manager score independently?
Yes, and that is the point. Each interviewer rates the same criteria on a scorecard without seeing the others first, then the scores roll up so you can see where the panel actually disagrees.
We get flooded with unqualified applicants. Can we cut that down?
Knockout questions do most of it, and ranked scoring handles the rest: every applicant is scored on apply, so the list arrives ordered instead of as 400 résumés in reverse date order.