Recruitment Management Software for India: Requisition to Joining

Indian HRM is recruitment management software for India teams running more than one open role at a time. Requisitions get raised by department heads, approved by HR and finance, and pushed live to your careers page and Naukri, LinkedIn, and Indeed in one move. Recruiters work the pipeline. Hiring managers approve offers from their phone. Finance sees the hiring budget burn down in real time, not at the end of the quarter when it's too late.

Requisition Workflow with Real Approvals

Hiring starts with a request, not a job post. A department head opens a requisition with the role, level, headcount, target CTC band, and the business case. HR reviews against the manpower plan. Finance signs off against the hiring budget. Only then does the role go live. Every approval is logged with a timestamp and comment trail, which is what auditors and your CFO actually want to see.

Replacements vs. New Headcount

Replacement requisitions inherit the previous incumbent's CTC band and reporting line. New positions need a separate budget approval. The two flows stay distinct so finance isn't approving the same role twice in different shapes.

Many Roles, Many Recruiters, One View

A 200-person company is usually hiring for 12 to 20 roles at once. Indian HRM gives every recruiter their own queue, every HR business partner the units they own, and every hiring manager their team's pipeline. The 132 plus permission rules mean a recruiter handling sales roles never sees the engineering panel's feedback, and a manager in Bangalore doesn't accidentally edit a Mumbai requisition. Cross-team views exist for the head of HR.

AI Resume Scoring and Configurable Pipeline

Every resume that lands gets a 0 to 100 score with written reasoning: skills matched against the JD, years of relevant experience, qualifications, and gaps. Recruiters still make the call. They just stop reading the same generic CV for the 40th time. Configure your stages: Applied, Screened, Phone, Test, Manager, Offer, Joined. Stage rules can require structured feedback before a candidate moves forward, block movement if a reference check is pending, and auto-flag candidates sitting too long. Drop-off doesn't happen because someone forgot to update a sheet.

Interview Scheduling and Offer Letters

Pick the panel, see who's free, send the invite. Calendar invites go to interviewers and the candidate with the JD, resume, and meeting link attached. Each round has its own feedback form. Offer templates use merge fields for name, designation, CTC, joining date, and location. Generate the PDF, send for e-signature, and track open and sign status. The candidate profile holds notice period, expected CTC, last working day, and parallel offers, so the pipeline flags drop-out risk before you waste a final round.

Hiring Analytics and Budget Tracking

Time to hire by role, cost per hire by source, source of hire (Naukri vs. LinkedIn vs. employee referral vs. careers page), recruiter productivity, and stage-wise drop-off. Finance gets a live view of the hiring budget: how much of the quarterly headcount spend is committed, offered, joined, or still open. The head of talent gets the dashboard the board asks about, and individual recruiters get the queue they need to clear today.

Pricing, Mobile, and Trial

Recruitment management lives in the Growth plan at ₹99 per employee per month. Foundation at ₹49 per employee per month covers core HR for teams not yet hiring at scale. The hiring-manager mobile app is included in both: review candidates, leave structured feedback, and approve offers from your phone. Every account gets a free 3-month trial. No credit card, no setup fee. Migration from Naukri RMS, Zoho Recruit, Keka, or spreadsheets is free and usually done in 3 to 5 business days.