Under the hood
Job Search & Talent acquisition process as effective and efficient as a supply-chain
Most hiring stacks are a job board subscription wired to an ATS licence, with a spreadsheet filling the gap. Higher Orbit is one product: the CV arrives, is read into structured data, is scored against the role in context, is assessed on video in the language the candidate is comfortable in, and moves through a pipeline you named yourself — with every consent and every credit accounted for.
How it works
- 1
Every CV becomes structured data
Skills, seniority, education, city and employment history are read out of the file on upload — whether the candidate applied or you bulk-uploaded the folder.
- 2
Scored against the role, in context
Not a keyword count: the role and the person are compared as wholes, with a skill-by-skill breakdown, a threshold you set per JD and a keyword gate underneath it.
- 3
Assessed, tracked and accounted for
Video assessment answers in multiple Indian languages, a pipeline whose stages you name, and every credit itemised against a role and a person.
Features
Every line below is something the platform does today.
AI and context-based search
Every CV is read into skills, seniority, education and city, then scored against the role in context — not matched on a keyword count.
Search a pool of any size
Structured, indexed search across name, skills, title, company, education and preferred city, paged so it stays fast as your pool grows.
You set the bar, per role
A fitment threshold on each JD and a keyword gate beneath it, so weak candidates never reach your list or your wallet.
Multi-lingual assessment, end to end
Translation, a native-voice read-out, transcription in the language spoken and an English translation for scoring — one pass, generated once per question and cached forever. Switched on per company.
An ATS inside the job portal
Stages you name and reorder, candidates moved between them, and a dated history per person — the applicant tracking IS the portal, not a second subscription to reconcile.
Vendor and client portals
Sub-vendors submit against a role in their own portal with first-submitter-wins de-duplication; clients open a dated, read-only shortlist without a login.
Consent-based access
Every candidate agrees separately to CV sharing, assessment recording and referrals — in plain English, and they can withdraw any of it in a click.
DPDP and GDPR by design
Versioned consent records, a published Grievance Officer, a DPDP nominee, data export and account deletion on request.
An audit trail that stands up
Who agreed to what, in which words, on what date — every consent stored with the exact text it was given against.
Nothing recorded without a yes
A video answer is captured only after the candidate agrees on screen, is destroyed after 180 days, and is never used to train a model.
Credits you can account for
Every credit spent is itemised against a candidate and a role, so finance can see exactly what recruitment spent and on what.
A job board plus a separate ATS, or one system
What it takes to get from a job post to a hire, both ways.
Getting a CV into your system
Job board + separate ATS: Download it from the board, upload it to the ATS, then fix the parsing
It is already there — applications and your own bulk uploads land in the same pool
Screening 200 CVs
Job board + separate ATS: Keyword search, then read them yourself
Scored against the role in context and ranked, with a skill-by-skill breakdown and a threshold you set
First-round screening
Job board + separate ATS: A 9am phone call per candidate
Recorded video answers with transcripts and an AI rating against your own expected answers — in multiple Indian languages
A candidate who does not interview well in English
Job board + separate ATS: Lost, quietly, and you never learn why
Assessed in their language and scored on the answer, not the accent
The CVs you collected last year
Job board + separate ATS: A folder nobody searches
Parsed, de-duplicated and re-scored against every new role you open
Vendors and clients
Job board + separate ATS: Email, spreadsheets and a ZIP of PDFs
Vendor portals with automatic de-duplication, and read-only client submittal pages
Proving a candidate consented
Job board + separate ATS: Two privacy policies and a hope
Versioned consent per candidate, stored with the exact wording and a fingerprint of it
What you pay
Job board + separate ATS: A database subscription plus per-seat ATS licences, annually, upfront
₹5 a credit, one credit per AI-matched candidate, nothing to subscribe to
Systems to buy, learn and reconcile
Job board + separate ATS: Two, plus a spreadsheet
One
What it costs
Job posts, keyword matching and the whole pipeline are free. You spend a credit only when the AI does work worth paying for — ₹5 a credit, nothing to subscribe to.
See every planQuestions people ask
Is this a job board or an ATS?
Both, deliberately. The job board brings candidates in and the applicant tracking is the same system, so a CV never has to be downloaded from one product and uploaded to another. Your own CVs — job fairs, referrals, your inbox — land in the same pool and are scored against the same roles.
What does "context-aware matching" mean in practice?
Each CV is read into skills, seniority, education, city and history, and the role is read the same way; the two are then compared as wholes rather than counted for keywords. You get a fitment percentage with a skill-by-skill breakdown, you set the threshold per job, and a keyword gate underneath means an obvious mismatch never costs you a credit.
Which languages can a candidate be assessed in, and how does it work?
English, Hindi, Kannada, Telugu, Tamil and Malayalam. A question is translated once and spoken by a native Indian-language voice, then cached — so the hundredth candidate waits no longer than the first. The candidate answers in their language, the answer is transcribed in that language, and the recruiter reads it beside an English translation with an AI-suggested rating out of five. A person always makes the decision.
What does the AI decide, and what do people decide?
The AI parses CVs, scores fitment, transcribes and translates answers and suggests a rating against the expected answer your hiring manager wrote. Every hiring decision — shortlist, reject, offer — is made by your team, and the suggestion is always shown as a suggestion with its reasoning.
How is consent handled and can you prove it?
Sharing a CV, recording an assessment and being referred are three separate questions in plain English, each stored with the exact wording it was given against, its version and a fingerprint of that text, with a date. A candidate can withdraw any of them in one click. Video recordings are destroyed after 180 days and are never used to train a model.
Can it work with the HRMS or ATS we already have?
Integrations are part of an Enterprise agreement — tell us what you run and what has to flow where. Everything else about the product works without one.
One system, and you can read the price of it
Start free, pay per candidate you actually assess, and keep your candidates’ consent provable.