Good questions. Straight answers.

On Amazon Web Services (AWS). Hosting in other regions can be discussed on a case by case basis. Each customer’s data is encrypted with its own separate key.

Candidates give consent when they apply, with a separate opt-in for your talent pool. Data is then cleansed automatically in line with your retention rules.

Your team can sign in with their Microsoft work account, with multi-factor authentication also available. Roles and permissions control exactly what each person can see and do, and every action is recorded in a full audit trail. System Admins have full control of the profiles and associated permission sets. 

Yes. Your data is yours. It can be exported, and we’ll agree how and when with you. Most importantly we make it simple for you. 

It depends on your size and how you hire, but either way we agree a realistic plan with you up front. Yaffle Hire is designed to be quick to set up, so there’s no lengthy, costly implementation project.

We work with you to configure your hiring stages, application forms, scorecards, approval routes and permissions. Import your sites and teams from a spreadsheet, with a preview before anything changes, or bring your structure across from your HR system's export. New hires can then be passed to your HCM / HRIS automatically, by secure webhook or file.

Yes. Your super users can update stages, forms, scorecards and approval routes in settings, with no change requests and no waiting on us.

Yes. Our team will help move across core, existing data, either for you or alongside your team, depending on how much there is, complexity and what support you need. We agree the approach with you before anything moves.

Core training will form part of your implementation with us. We work closely with your admin lead or a small group of system owners, so they know Yaffle Hire inside out and can pass that knowledge on to the rest of your team. It’s designed to be easy to pick up, so day-to-day users get going quickly and make the most of the solution.

Yes. Interviews link to Outlook and Teams calendars, with invites that work with any calendar, and careers pages can sit on your own website. Connect the analytics tool of your choice to your own reporting database, and webhooks and data hand-offs handle the rest.

The key word is responsibly. AI is there to save time, not to make decisions. It reads CVs, helps to find candidates within your talent pool by meaning rather than just keywords, and answers questions in plain English, always explaining what it suggests. You can also connect your own AI assistant, which will only ever see what you’re allowed to see, based on configurable user permissions.

Quick to apply on any device, with CVs read and parsed automatically so there’s less to type. Candidates can save and come back later, and after their first application can create an optional account to see all their applications in one place. They hear from you by email, and because Yaffle Hire tracks every candidate against the timings you set, your team is prompted early so nobody is left waiting. The whole journey is designed and tested against WCAG accessibility standards.

Structured scorecards mean every candidate is judged on the same terms, and blind shortlisting hides personal details from the roles you choose. Equal opportunities data is kept separate from applications and never shown to your recruiters.

Yes. Each advert can be internal, external or both, so colleagues can spot their next move before you go to market.

Yes. Your careers site and application journey use your branding, and multi-site groups can brand each site or business separately.

Yes. Bring your whole group into one system, with approval routes that follow your structure.