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Post jobs and track applicants with a branded careers page

Post jobs on a page that looks like your brand and save time reviewing applications with our application review assistant.

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Branded Careers Page

Applicant Tracking System

Interview Scheduling

Employee Engagement Surveys

Recurring One-on-Ones

AI Assistants

Teams that keep hiring simple with Plural

  • Peddle
  • Triangle Improvements
  • All About Travel
  • ClimateHound
  • Torta Studios

A careers page candidates trust

Launch recruitment marketing on a careers page candidates trust: your brand, your jobs, and every application in one place.

Lavender gradient background

On-brand from the first click

Use your logo, colors, and job copy so candidates recognize your company the moment they land on your page.

One link for every open role

Publish open roles and share one careers link on your site, LinkedIn, or job boards without a developer.

Applications stay in one place

Applicants apply on your Plural page so every candidate lands in the same pipeline you review every day.

An applicant tracking system you and your managers will use

Keep every applicant in one pipeline and let Plural surface the strongest fits first.

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Every applicant in one pipeline

See who applied, who is a strong fit, and who still needs a follow-up without digging through email threads.

Built for small teams

Hiring managers and recruiters share the same view of stages, notes, and next steps.

AI-assisted application review

Résumés are scored against your job description so you can review top matches first.

Automatically schedule interviews with candidates

Send scheduling links, sync calendars, and keep interviews organized alongside your pipeline.

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Self-serve scheduling links

Send a scheduling link and let candidates pick a time that works without the back-and-forth.

Calendar sync that just works

Confirmed interviews sync to Google Calendar, Outlook, or Calendly so nothing falls through the cracks.

Less admin between screens

Keep interview stages, scorecards, and scheduling in the same place you track applicants.
Engagement Surveys

Measure engagement before attrition spikes

Run engagement surveys on a sustainable rhythm, track promoter and detractor trends, and spot morale shifts before they become retention problems.

Launch surveys to the right audience with reminders and participation tracking, without exporting lists to a separate tool. Pair results with pulse checks and 1-on-1 prompts so managers build a feedback culture, not just read a score once a quarter.

Employee Engagement Surveys
Claude and ChatGPT

Use Plural inside your AI assistant

Connect Plural to Claude or ChatGPT once, then ask hiring questions in natural conversation.

  • See who applied recently
  • Look up a candidate or role
  • Check interview scheduling status
  • Summarize your applicant pipeline
  • Search candidates with natural language
  • Review open roles and hiring progress
Post a job

How Plural works

From recruitment marketing on your careers page through hiring manager collaboration and onboarding conversations, Plural keeps your entire hiring process in one place.

1

Launch your careers page

Name your organization, post your first role, and share a careers page that looks like your brand. Setup takes only a few minutes.

Post a job
2

Collect applications in one place

Whether candidates find you on LinkedIn, Indeed, or your website, they apply on your Plural page and every application lands in one inbox.

Post a job
3

Review, schedule, and hire faster

AI in recruitment helps you focus on top fits, while hiring managers and recruiters share one pipeline with structured interviews, scheduling, and offer letters without the back-and-forth.

Post a job
4

Run performance review cycles

Launch structured review cycles with shared context from 1-on-1s and feedback, so managers evaluate fairly and employees see a complete picture of their growth.

Get Started
5

Improve talent retention before attrition spikes

Send pulse checks on a schedule, track engagement trends over time, and catch shifts in employee turnover before they become retention problems.

Get Started

Plural works with the tools you already use

Connect Plural to Slack, calendars, and the apps your team already uses so hiring updates and interview scheduling fit naturally into your workflow.

  • Slack, Microsoft Teams, and Google Chat

    Get notifications for new applications in Slack to keep your hiring process fast and organized.

  • Google Workspace & Microsoft 365

    Connect your calendar for Plural to automatically schedule interviews with you and your team.

  • Coming Soon

    HubSpot & LinkedIn

    Sync applicants to Hubspot lists to notify grow your candidate pool for future career opportunities.
Price guarantee

Save at least 75% on your ATS bill

Switching from Greenhouse☨, Workable☨, or another ATS? We guarantee at least 75% off what you pay today, with free onboarding and first-class support while you move your hiring into Plural.

  • At least 75% off any competitor ATS
  • No documentation required to get started
  • Free onboarding when you switch
Team collaborating around a laptop during a hiring meeting
Testimonials

Trusted by growing teams

Real teams using Plural to hire with less friction and more clarity.

  • “Hiring is one of those things every growing company has to get right and Plural makes the whole process simpler. It lets us spend less time managing the pipeline and more time talking to great candidates.”

    Palmer Fox, Founder and CEO of ClimateHound

    Palmer Fox

    Founder & CEO, ClimateHound

    ClimateHound

  • “Hiring crews used to mean phone tag and paperwork. With Plural, it's organized in one place and we move on qualified people faster.”

    Blake Conekin, Owner of Triangle Improvements

    Blake Conekin

    Owner, Triangle Improvements

    Triangle Improvements

Frequently Asked Questions

Quick answers about careers pages, pipelines, and growing your team with Plural.

What is a branded careers page?

It is a public, jobs page that matches your company's look and feel. Candidates see open roles, learn about you, and apply in one place. Even if you post jobs to other sites, candidates should apply through Plural so that all applications can be tracked in one place.

How does application tracking work in Plural?

Each applicant shows up in your pipeline with their responses to the application questions and any supporting materials they provide, such as a résumé. You can see the status of the application, notify candidates of changes, and schedule interviews all in one place.

Is Plural only for big companies with HR departments?

No. Plural is designed for small businesses and startups. You get the features you need at an affordable price.

How do you handle candidate data and privacy?

We treat applications and personal information with care. You control who on your team can see what. We take privacy and security seriously. For more information on our privacy practices, please read our Privacy Policy.

What is candidate experience?

Candidate experience is how applicants feel at every touchpoint, from your careers page and application form through interviews and your offer letter. Plural helps you deliver a professional, on-brand experience without a separate careers-site vendor.

How does Plural host my careers page?

Plural hosts a careers page on your Plural subdomain on Starter, with optional custom domain on paid plans. You control job copy, branding, and which roles are live.

Can I match the page to our brand?

Yes. Use your logo, colors, and job descriptions so candidates recognize your company, not a generic job board listing.

Where do applications go after someone applies?

Candidates apply directly on your careers page. Every application flows into the same applicant tracking pipeline your team reviews every day.

Do we need a developer to launch a careers page?

Plural is built for teams posting their first role through scaling hiring waves, without a developer or a separate careers-site vendor.

What is an ATS, and what does Plural include?

An applicant tracking system (ATS) manages job postings, candidate pipelines, interview scheduling, and hiring collaboration. Plural includes branded careers pages, pipeline stages, AI-assisted résumé review, and offer workflows without enterprise ATS complexity.

Can hiring managers collaborate inside the ATS?

Yes. Hiring managers can view candidates, leave notes, and move people through stages alongside recruiters without needing a separate license or tool.

Is Plural only for large recruiting teams?

Plural is designed for small and mid-sized teams that want ATS-level clarity without implementation projects. Many customers start with their first hire or early scaling wave.

What happens after we make a hire?

When someone becomes an employee, their record stays in Plural. You can layer on feedback, performance reviews, and 1-on-1s without exporting data to another system.

How does engagement tracking support talent retention?

Engagement tracking measures how likely employees are to recommend your company. Plural runs recurring surveys, tracks promoters and detractors over time, and surfaces attrition risk before your turnover rate climbs.

Can we run engagement surveys on a schedule?

Yes. Configure audience, timing, and anonymity settings so employees can answer honestly while HR sees aggregate trends, not individual guesswork.

How do we use engagement survey results?

Plural shows score trends, participation, and segment breakdowns so leaders know whether engagement is improving and where to dig deeper with managers.

Do we need another tool for employee surveys?

Engagement tracking is included on Retain and bundle plans. Pair it with pulse checks and 1-on-1s for a lightweight culture program without a separate survey vendor.

What kinds of feedback does Plural support?

Plural supports ongoing feedback between managers, peers, and employees. Notes are tied to the employee record and available when review cycles begin.

Can we start with informal feedback before formal reviews?

Yes. Lightweight templates and prompts help teams build a feedback habit without heavy process design. You can start simple and add structure as you grow.

How does feedback connect to performance reviews?

Managers see feedback history alongside 1-on-1 agendas and review data. That makes coaching conversations more specific and reduces recency bias at review time.

Is this only for companies with a dedicated people team?

Plural is built for teams where feedback conversations matter but nobody has time for clunky enterprise tools. The experience stays fast for managers and HR alike.

How does Plural simplify performance evaluations?

Plural centralizes review forms, manager input, and historical feedback so evaluation cycles run in one place instead of across email and spreadsheets.

Can we use ongoing feedback during evaluation season?

Yes. Feedback collected throughout the year is available during evaluations, helping managers write more accurate assessments with less last-minute scrambling.

Does Plural support HR oversight of evaluation cycles?

HR can configure evaluation cycles, track completion, and see where managers need nudges, without building custom workflows from scratch.

Is Plural suitable for our first formal evaluation process?

Plural is sized for lean people teams. You get evaluation structure without the implementation timeline of legacy performance management suites.

What are pulse checks?

Pulse checks are short, recurring surveys (often just a few questions) sent to managers and teams to gauge morale, workload, and alignment between formal review cycles.

Can we customize pulse check questions?

Yes. Use templates or custom questions for themes like workload, manager support, or team clarity. Keep surveys short so participation stays high.

Who sees pulse check results?

Results roll up for HR and managers so you see trends by team without waiting for annual survey season to discover a problem.

How do pulse checks fit with engagement tracking?

Pulse checks are part of Plural's Retain capabilities alongside engagement tracking, evaluations, and recurring 1-on-1s. One system for ongoing people programs.

What does Plural's 1-on-1 tool include?

Plural gives managers and employees shared agendas, check-in prompts, and meeting history so 1-on-1s stay focused and documented over time.

Can employees contribute to the agenda?

Yes. Both people can add topics before the meeting, so conversations start with alignment instead of improvising in the moment.

How does Plural help managers improve at 1-on-1s?

Guidance and prompts are embedded in the workflow to help managers ask better questions and build coaching habits, especially for new people leaders.

Do 1-on-1s connect to performance reviews?

1-on-1 notes and themes feed into feedback and review cycles, giving HR and managers a fuller picture of performance between formal checkpoints.

Is Plural overkill for a startup making its first hire?

Plural is built for teams making their first few hires through early scaling. You get ATS-level structure without enterprise pricing or months-long implementation.

Can non-HR founders run hiring in Plural?

Founders, operators, and early people hires can all use the same pipeline. Permissions stay simple so you are not managing a maze of admin settings on day one.

What happens when we outgrow spreadsheets but are not ready for a full HR suite?

Yes. Start with applicant tracking and add feedback, reviews, and 1-on-1s as your team grows. Everything connects to the same employee record.

How does Plural help us look credible to early candidates?

Plural includes a branded careers page, structured interview feedback, and lightweight performance tools so your first hires experience a professional process from the start.

How does Plural support HR leaders beyond recruiting?

Plural brings applicant tracking, structured feedback, performance reviews, and 1-on-1 conversations into one platform. You get a single source of truth for hiring and people development without stitching together point solutions or re-entering data across tools.

Can a small HR team run the full employee lifecycle in Plural?

Yes. Plural is built for lean people teams. You get enterprise-grade workflows (pipelines, scorecards, review cycles, and manager coaching) without the implementation overhead of legacy HR suites.

How do managers stay aligned on performance and feedback?

Managers see shared agendas, feedback history, and review context in one place. That makes performance conversations more consistent and gives HR visibility into where coaching is needed across the organization.

Do we need every module on day one?

You can start with hiring and add feedback, reviews, and 1-on-1s as your team grows. Each module connects to the same employee record, so there is no re-implementation when you expand.

What hiring metrics can I report on to leadership?

Plural tracks time-to-hire, pipeline conversion rates, cost-per-hire, and turnover metrics out of the box. You can surface these numbers in leadership meetings without building custom spreadsheets.

How does Plural speed up day-to-day recruiting?

Plural gives recruiters a shared pipeline view, automated scheduling links, and AI-assisted résumé review so you spend less time on admin and more time with qualified candidates.

Can hiring managers collaborate without slowing recruiters down?

Hiring managers can leave structured feedback on candidates inside the same workflow recruiters use. Everyone sees the same stage, notes, and next steps, with no more lost email threads.

Does Plural support a strong candidate experience?

Yes. Branded careers pages, clear application status, and timely follow-ups help candidates feel respected throughout the process, even when your team is moving fast.

Is Plural only for in-house recruiters at large companies?

Plural scales from a single recruiter supporting founders to embedded talent teams across locations. Pipelines, templates, and permissions adapt as your hiring volume grows.

Is it bad if a candidate used AI to write their résumé?

No. Most candidates now use AI to polish wording, and a clean, AI-assisted résumé can sit on top of genuine experience. The risk isn't AI itself, it's fabricated achievements or skills the candidate can't back up. Use the signals to decide where to verify, then confirm substance in screening and interviews.

Can AI detectors accurately catch AI-generated résumés?

Not reliably. AI text detectors produce both false positives and false negatives, and they unfairly flag non-native English writers. Use them only as one weak signal among several, never as the sole basis for rejecting a candidate.

How should recruiters adapt to AI-generated résumés?

Stop screening on polish and start screening on substance. Ask for specific, verifiable outcomes, use structured interviews, and lean on an ATS with AI scoring and semantic search to rank candidates on real fit instead of keyword stuffing.

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Start building the best team without paying for enterprise software

Plural saves your team hours every week without the price tag of enterprise software. Launch a branded careers page and start accepting applications today.

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Free to start · No credit card required · 14-day free trial