From approved headcount to a ready workforce.
Connect workforce demand, recruitment, offers and onboarding in one governed process. Rovix keeps the next action, the decision owner and the candidate record together.
Hiring is a sequence of commitments.
A vacancy starts with an approved need. It moves through recruiters, managers, agencies, approvers and the candidate, often across different tools. Rovix gives those participants a shared process while keeping each person’s access appropriate to their role.
The process can change with the role.
Configure pipelines, approval chains, forms, document requirements and reasons for decisions. Use the same foundations for an individual appointment, a volume recruitment campaign or internal mobility. After joining, skills, readiness and opportunities can remain connected to the talent record.
Follow the work
Approve the need
Connect the role to a position, a budget decision and an owner.
Build the shortlist
Source, screen and assess through the configured pipeline.
Secure the appointment
Bring interview decisions, approvals and the offer together.
Prepare for day one
Track documents and readiness, then connect to employee activation.
An illustrative workflow. The sequence and controls are configured for the agreed scope.
The work Rovix helps you coordinate
Demand gets lost between planning and hiring.
Keep approved positions and recruitment activity connected, so a vacancy has a clear business basis.
A pipeline hides the work around it.
Approval, offer and joining requirements need the same visibility as candidate stages.
Joining is a handover, not a status change.
Make documents, readiness and outstanding actions visible before a new employee starts.
What Rovix does
A workflow designer, not a workflow request
Draw the flow on a canvas: trigger, conditions, approvals, notifications, move stage. It runs on requisitions, vacancies, applications, offers, onboarding, employees and any custom entity you register. Changing who approves is an afternoon, not a release.
Requisitions and approvals
A staff request with a governed lifecycle: hold, fulfil seat by seat, cancel. Approval levels point at levels rather than at people, so changing who sits at a level changes every workflow at once.
Pipeline, interviews and scorecards
Stage models per vacancy, screening questionnaires and a question bank, self-scheduling for candidates, interview scorecards, and analytics on where time actually goes between stages.
An agency portal that is part of the system
Agencies get their own workspace: invited vacancies, submissions, first-level interviews, a performance scorecard, standing and terms, placements and invoices. Not an inbox of CVs.
Internal mobility and workforce
Onboarding and readiness, redeployment, an internal jobs board, stretch gigs, mentorship, referrals and a documented fairness view of who is being considered internally.
Compliance built in
Consent, data-subject requests, retention policies, policy packs and incident records, with a compliance dashboard rather than a spreadsheet and a promise.
Reporting you can author
A report builder over curated, permission-checked datasets, saved reports, executive and role dashboards, and narrative summaries drafted over the aggregates.
Configurable to your organisation
Master data, forms and questionnaires, offer letter templates, communications templates, teams, users and roles, SSO and directory sync, and a connector marketplace.
Inside Rovix
Screens from the product itself, with any account name or customer data replaced by neutral examples. Where a product is still in build, the screen is drawn from its design specification.
How Rovix is put together
Recruit
Requisitions, vacancies, job descriptions, pipeline, candidates, talent audiences, intake and kiosk registration, job advertising and campaigns.
Interviews and scheduling
Interview calendar, candidate self-scheduling, scheduling administration and scheduling analytics.
Agencies
Agency onboarding and approval, invited vacancies, submissions and tracking, recruiter management, messaging, performance scorecards, standing, placements and invoicing.
Workforce and mobility
Onboarding, readiness, employees, redeployment, internal gigs, mobility requests, internal fairness and manpower planning with scenarios.
AI across the platform, advisory by design
CV parsing, candidate to vacancy matching with skill gaps, semantic search, applicant ranking, application and screening summaries, red-flag review, interview question suggestions and feedback summaries, job description drafting, automatic intake triage, natural-language reporting and a role-aware assistant. Every one of them proposes; none of them moves a record. The AI code path can only persist advisory artefacts, protected characteristics are stripped before scoring, outputs carry a confidence flag, and every call is logged with the feature, the model, the person and the cost.
Approvals, flows and setup
Approvals and the approval matrix, the workflow designer, process records, guided setup, forms, question bank, offer letter templates, master data, knowledge base, communications, integrations, SSO and directory sync, users, teams and roles.
Plan the fit for your organisation
Where Rovix may fit
Product brochure
What Rovix covers, how it is put together, and what it needs to run.
Common questions about Rovix
Does Rovix replace our HR or payroll system?
Rovix covers recruitment and talent operations. Core HR administration, payroll, performance management and course delivery remain outside its stated scope. HRMS and other integrations are scoped around your systems.
Which external connections are ready to use?
The specification includes connector frameworks and configuration. Live job-board, e-signature and WhatsApp connections depend on provider agreements, account approval and validated access. Confirm each required connection during scoping.
Does AI make recruitment decisions?
AI supports tasks such as matching, summarising and drafting. It is advisory in Rovix. Recruitment decisions remain with authorised people and the configured approval process.
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