Recruitment
Candidates, interview rounds, attendance and written feedback, ending in a recorded decision to select or reject.
Recruitment featuresHR software for hiring, onboarding and records
Recruit, onboard and manage people on one connected record.
Hyper takes each candidate from interviews and selection to an onboarding link and HR approval, then keeps their documents, training, assets and exit history on the same employee record.
- A personal onboarding link for each candidate, valid for 24 hours
- Three guided stages, with documents uploaded in the same place
- Nothing becomes an employee record until HR approves it
The problem
Joining paperwork still lives in chat threads and spreadsheets.
Hiring someone should not take twenty messages, three copies of the same details and a letter edited by hand.
Details arrive in pieces
ID photos, bank details and resumes come in over WhatsApp and email, mixed in with everything else.
The same data is typed twice
Someone copies each candidate's details into a spreadsheet or HR file, and typing mistakes creep in.
Letters are edited by hand
Offer and appointment letters are copied from an old document and changed name by name.
Corrections go back and forth
A wrong bank code or a missing address means another round of messages to work out what is wrong.
Interview notes are scattered
Feedback sits in personal notes and chats, so the reasoning behind a decision is hard to find later.
History disappears
When someone leaves or rejoins, their documents, assets and earlier records are hard to trace.
The solution
One record that moves with the person.
Every stage works on the same candidate record. What a candidate submits becomes their employee record after approval, with nothing retyped and no separate files.
Candidate onboarding
A personal link that lasts 24 hours. Candidates complete three stages and upload documents; HR approves or asks for changes.
Onboarding featuresEmployee records
Employee IDs, salary components, training periods, assets, warnings, exits and rehires on one record.
Employee featuresHR letters and documents
Versioned letter templates filled from the record, signed copies kept beside the originals, and a vault for each employee.
Document featuresHow it works
Nine steps, in five stages.
Every step is a deliberate action by a person. Hyper keeps the record moving and shows what comes next; it never hires, approves or contacts a candidate on its own.
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1Steps 1 to 3
Add and interview
Add the candidate, schedule interview rounds and record written feedback on one timeline.
Read the steps -
2Step 4
Decide
Select, or reject with an internal reason. Nothing is sent to the candidate at this point.
Read the steps -
3Step 5
Invite
HR issues a link for this candidate, valid for 24 hours, and shares it by email or WhatsApp.
Read the steps -
4Steps 6 to 7
Submit and review
The candidate completes three stages. HR approves, rejects or asks for specific corrections.
Read the steps -
5Steps 8 to 9
Letters and records
Approval creates the employee record. HR generates letters and manages training, assets and exits.
Read the steps
Scattered joining details go in, one clean record comes out
Hyper
CHAOS IN. CLARITY OUT.
Features
The capabilities HR teams use most.
A short list. The core features page covers every module in detail, including the limits worth knowing.
Onboarding links that expire
One link per candidate, valid for 24 hours. It closes after submission, and a reissued link replaces the old one.
Checked candidate details
Phone numbers, marks, identity numbers and bank codes are checked before the candidate can continue.
Precise correction requests
HR ticks what needs fixing and adds a note. The candidate reopens the form with earlier answers kept.
Written interview feedback
Technical, communication and overall assessments with a recommendation, instead of opaque scores.
Letters from versioned templates
Offer, appointment, relieving and warning letters, NDAs and policy acknowledgements, filled from the record.
Training, assets and exits
Extend training with a reason, assign assets by serial number, record exits with a relieving letter, and rehire later.
Business value
Where the hours come back.
Most of the time saved comes from four tasks Hyper changes: collecting joining details, retyping them, preparing letters and chasing corrections. Enter your own numbers to see what that means for your team.
19.9 hHR hours a month
30 daysworking days a year
$7,164value of HR time a year
79%less time on these tasks
Example only: 10 hires a month and an HR cost of $30 an hour, using the calculator's illustrative assumptions rather than measured customer results. Hyper's own cost is not included. Use your own numbers
Security and control
Sensitive documents, handled deliberately.
Hyper collects identity and bank details, so access is narrow by design. Each protection below is implemented in the product today.
Custom role permissions
Each HR user is given a role: admin, HR staff or manager, or viewer. Admins have full access, staff can edit, approve and generate documents, and viewers can only look.
Approval needs approval rights
Only a user with permission to approve can turn a submission into an employee record.
Files kept off the public web
Uploads are stored outside the public web folder and served only to HR or to the candidate whose link it is. Anyone else sees "not found".
Narrow candidate access
Each link belongs to one candidate, expires after 24 hours and closes once they submit.
Secure document storage
Uploads are checked against each document's permitted file types and stored using protected filenames, with access controlled by the application's permissions.
Recorded activity
Candidate timelines and an HR activity log show what happened and when. Internal rejection reasons are never shown to candidates.
Hyper does not claim security certifications. Ask us about hosting and access for your organization.
Questions
Frequently asked questions
What buyers usually ask before a walkthrough.
Who is Hyper for?
Teams that hire regularly and want recruitment, onboarding paperwork, employee records and HR letters in one place. The candidate form checks the format of identity numbers and bank codes, so ask us how that fits the documents your own process needs.
Does selecting a candidate send them anything?
No. Selection only records the decision. HR then issues an onboarding link, valid for 24 hours, and shares it by email or WhatsApp.
What does a candidate need to provide?
Personal and contact details; academic and career details; then a national ID number with photos, bank details, a resume PDF and a drawn signature. A tax ID card, a cancelled cheque and a webcam selfie are optional.
Does Hyper run payroll or attendance?
No. Hyper keeps salary components on the employee record for reference and for letters, but it does not process payroll, track attendance or manage leave.
Is email delivery guaranteed?
Hyper hands each email to the email workflow you connect and shows HR when a send fails. Delivery itself depends on that workflow and your email provider. Sharing by WhatsApp needs no setup.
How do we get started?
Book a walkthrough. We follow one hire from start to finish with your roles, shifts and letters, and answer your questions about setup and hosting.
See Hyper with your own hiring workflow.
In a walkthrough we follow one hire through recruitment, the onboarding link, HR review and the employee record, using your roles and documents.