Rovix at a glance
A concise introduction to Rovix, its operating scope and the questions to explore in a requirements discussion.
An overview of the recruitment and workforce platform: the chain from a staff request to somebody starting, and the four audiences that use it.
What is inside.
The requisition lifecycle and how approval levels work without naming individuals in a workflow. Vacancies, stage models and the candidate pipeline. Interview scheduling, including candidate self-scheduling and scorecards. The agency workspace: invited vacancies, submissions, performance and fees. Onboarding and readiness. Internal mobility, including the fairness view. And the workflow designer, which is what makes the rest of it changeable without a release.
The section worth reading twice.
The AI capabilities and the controls around them. Every one of them proposes and none of them acts: the code path can only persist advisory output, protected characteristics are removed before any scoring, results carry a confidence flag, and every call is logged with the feature, the model, the person and the cost. If AI in hiring is a governance conversation in your organisation, that section is the one to take to it.
Who it is for.
Talent acquisition and HR operations leads, the people who own the approval chain, and anybody managing a panel of recruitment agencies through email who suspects there is a better arrangement.
What would a better working day look like?
Bring us the process you want to improve. We’ll explore the product, technology and delivery work it needs.