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Core features

From interview through onboarding to offboarding, on one record.

Everything Hyper does today, module by module: the problem each one solves and how it works, from applicant to employee.

Book a walkthrough See the workflow

Why one record matters

Separate tools mean separate mess.

When recruitment lives in one place, onboarding forms in another and letters in a word processor, every handoff means copying the same person's details again. Hyper's modules share one record, so each stage starts from what the last one collected.

Applicant and interview

Know what happened in every interview, and why.

The record starts with the applicant. Keep applications and interview rounds on it, so each decision is easy to make and easy to explain later, and the same record carries on through training, documents, onboarding and the employee vault.

  • Candidate records with contact details, source (email, LinkedIn, referral or walk in), referrer and a PDF resume
  • A duplicate check when you add someone who may already exist
  • Interview rounds, online or in person, with interviewer, location and attendance
  • Written feedback for each round: technical, communication and overall assessments, strengths, areas to develop, and a recommendation to select, hold or reject
  • An optional audio recording attached to the feedback
  • A final decision to select or reject; a rejection needs a reason that stays internal, and a selection can be undone
  • A candidate timeline that is only ever added to, plus a log of email and WhatsApp messages
Interview feedback · Round 2 Sample
CandidateSophie Bennett · Product Designer
InterviewerDaniel Brooks
ModeOnline · attended
Technical assessmentBreaks problems into clear steps and explains the tradeoffs.
Area to developDesign systems at scale
RecommendationSelect

AI resume intake

Contact details from a resume. Focus on what matters.

When you add a candidate, Hyper can read the opening section of their resume and suggest the details HR usually types by hand.

  • Suggests five fields: name, email, phone, WhatsApp number and a LinkedIn, portfolio or resume link
  • Reads only the first part of the resume, where contact details usually are
  • HR reviews every suggested field before the record is saved
New candidate · suggested fields Sample
NameEthan Hayes
Emailethan.hayes@example.com
Phone and WhatsAppSuggested from the resume
Profile linklinkedin.com/in/ethanhayes
Check and save

Candidate onboarding

One link, three stages, no paperwork chase.

Selected candidates send their details and documents through a link made for them, instead of across chat threads.

  • A link for each candidate, valid for 24 hours; it closes after submission, and a reissued link replaces the old one
  • Stage one, personal: name, contact details, date of birth, parents' names, current and permanent address
  • Stage two, academic and career: grade 10 and 12 marks, graduation or current semester, LinkedIn, expected salary and a shift from the options HR assigned
  • Stage three, identity, bank and documents: a national ID number and photos, bank account and bank code, a resume PDF and a drawn signature; a tax ID card, a cancelled cheque and a webcam selfie are optional
  • Each stage is checked and saved before the next one opens
  • Share the link by email through your connected workflow, or open WhatsApp with the message prepared
Welcome, Sophie Sample
Link valid for18 h 40 min
✓ Personal details · saved
✓ Academic and career · saved
3 Identity, bank and documents
Keep readyID card, bank details, resume PDF

HR review

Approve deliberately, correct precisely.

Every submission arrives as one record, with the uploaded files beside the details, ready for a fast decision.

  • HR can correct details, then approve, reject or request changes
  • A change request ticks the exact fields to fix and adds a note
  • The candidate sees the request on their link and reopens the form with earlier answers kept
  • Approval needs approval rights; it assigns the employee ID and records basic pay and allowances
Review · Sophie Bennett Sample
Personal detailsComplete
Academic and careerComplete
Permanent addressNeeds update
DocumentsID · resume · signature
ApproveRequest changesReject

Employee records

The record keeps working after day one.

Approved candidates become employees on the same record, so nothing from onboarding is lost.

  • Active staff, trainees, rejected applicants and former employees, with CSV export
  • Training periods in days, extended by 1 to 90 days with a recorded reason
  • Salary components on the record, updated when needed
  • Assets assigned with name, serial number (checked for duplicates), condition and date
  • Warning letters generated from a reason HR enters
  • Exits recorded as relieved or terminated, with an exit date, a reason and an optional relieving letter
  • Rehiring as active staff or as a trainee, with a rejoin date and notes, keeping the earlier history
  • A printable sheet of ID cards
Employee HYP-024 · Sophie Bennett Sample
StatusActive staff
Training7 days, extended by 7
AssetLaptop · HYP-3029 · new
Salary componentsBasic pay and allowances
Issue warningRecord exit

HR letters and documents

Letters filled from the record, with history kept.

Stop editing old documents by hand. Templates pull each person's details from their record.

  • A visual template editor with placeholders such as name, role, joining date and company
  • Publishing creates a new version; earlier versions can be viewed or restored as a draft
  • Trainee offer letters, appointment letters, onboarding packets, NDAs, policy acknowledgements, warning letters and relieving letters, plus your own templates
  • Each generated PDF records the template version it came from
  • Signed copies uploaded as PDFs and kept beside the original
  • A vault for each employee, with onboarding uploads filed by category automatically
Document vault · Sophie Bennett Sample
Trainee offer letterSigned
Appointment letterSigned
NDAAwaiting signed copy
ID card, front and backIdentity proof
Template versionOffer letter · version 3

Business value

See what these features save your team.

The calculator turns your hiring volume and current timings into HR hours, working days and the value of that time in US dollars or euros, task by task.

Calculate time savings

Security and control

Who can see and do what, verified.

Each protection below is implemented in the Hyper application today.

Custom role permissions

Each HR user is given a role: admin, HR staff or manager, or viewer. Admins have full access. HR staff and managers can edit, approve, issue links and generate documents. Viewers can only view.

Approval rights

Turning a submission into an employee record, recording an exit and rehiring all need approval permission.

Protected file storage

Uploads are stored outside the public web folder and served only to signed in HR or to the candidate whose link it is. Others see "not found".

Candidate access that expires

Links last 24 hours, close after submission and stop working when a new link is issued.

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.

Protected sign in and records

HR passwords are stored as hashes, sign in attempts are limited, and candidate timelines and an activity log record what happened.

Hyper does not claim security certifications or encryption beyond what your hosting provides. Ask us about hosting for your organization.

Hyper Integration Channels

System Disconnected
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  • Email: Onboarding invitations, reissued links, offer letters and document links. Hyper hands each message to an email automation workflow that you connect with a webhook URL. That workflow sends it through your email provider, and Hyper shows HR when a send fails. You set up: an email workflow and its webhook URL.
  • WhatsApp: Sharing onboarding links and correction requests. Opens WhatsApp with the number and message filled in, and a person presses send. This is not the WhatsApp Business API. You set up: nothing.
  • Slack: Team alerts when a link is reissued, a candidate submits or a document is generated. A one way incoming webhook that posts to a channel you choose. You set up: a Slack incoming webhook URL.
  • AI resume intake: Suggesting a new candidate's contact details from a resume. Sends the opening text of the resume to an AI language model service, which suggests five contact fields for HR to check. You set up: an API key for the AI service.

Features

Frequently asked questions

Common questions about what Hyper can and cannot do.

Can we use only some modules?

The modules share one record, so they work best together. Tell us in your walkthrough which parts you need first, and we will talk through how that fits.

Can candidates choose their own shift?

Yes, but only from the shift options HR assigns to them. Any other value is rejected.

Can we change the wording of our letters?

Yes. Templates are edited in a visual editor and published as new versions, and older versions can be restored as drafts.

How are corrections handled?

HR ticks the fields that need fixing and adds a note. The candidate sees the request on their link, reopens the form with earlier answers kept and submits again. If the link has expired, HR issues a new one.

Does the AI make hiring decisions?

No. It only suggests five contact fields from a resume, and HR checks them before saving. Interviews, feedback and decisions are recorded by people.

Can former employees be rehired?

Yes. Rehiring brings them back as active staff or as a trainee, with a rejoin date and notes, and their earlier history stays on the record.

Check the features against your process.

Bring your interview stages, joining documents and letter formats. We will show where each one fits in Hyper, and say plainly where it does not.

Book a walkthrough See how it works