Connect candidate conversations, manager handoffs and everyday employee requests, so HR can see what needs attention next.
A little less chasing. A little more clarity.
See HR, the candidate and a hiring manager continue one conversation without rebuilding its context.
Fictional product walkthrough. Sample people and actions. No live messages, integrations or AI calls.
Hirebrew HireHR asks Bisi to confirm the next conversation and records the role's interview criteria.
Please confirm whether Thursday works. The next conversation covers employee support and request handling.
Bisi can reply directly and ask what preparation is useful.
Thursday works for me. Should I prepare an example of handling an employee request?
The manager records role-relevant feedback and clarifies the preparation needed for the next conversation.
Please bring one example and explain your approach. I have added my feedback against the agreed criteria.
HR acknowledges the reply and confirms the preparation note in the same record.
Confirmed. Please prepare that example; your next-step note now includes the interview focus.
A scripted illustration, not a customer result or a promise of production availability. People review decisions.
The recruiter waits for a scorecard. A candidate wants an update. A manager has not confirmed the onboarding plan, while employees are asking where their letters have gone. The work is connected, but the conversations are scattered. Hirebrew brings these journeys together in a product concept built around participation, response and visible responsibility.
Explore requisitions, candidate stages and structured panel feedback together. Keep interviewers and hiring managers involved instead of making HR reconstruct every decision afterwards.
Use the two-way conversation preview to see how a candidate can reply to HR. Evaluate the next response and ownership, not just the outgoing message.
Carry responsibilities into onboarding, employee records and service requests. A joined-up experience should continue when an applicant becomes a member of the team.
Follow the same person through the moments where HR usually has to chase another participant. Check both sides of every handoff.
Illustrative workflow. Explore the ownership at each handoff.
Align the requisition, interview criteria and decision owner. Review the candidate pipeline with a shared understanding of what must happen before the next stage.
Send a message in the local demonstration, switch to the candidate perspective and reply. Confirm that the recruiter can follow the conversation without a separate thread.
Explore onboarding tasks and early expectations. Identify what HR owns, what the manager owns and what the new employee needs to complete.
Walk through leave, letters and requests. Test what employees see while they wait and how HR identifies the next action or escalation.
See connected sample interactions in the product tour.
Explore the productStart with a focused workflow. Connect more of the employee journey as your evaluation develops.
Keep candidate stages and the conversation in context.
Explore the capabilityBring panel members into structured feedback collection.
Explore the capabilityConnect new-starter tasks with manager responsibilities.
Explore the capabilityExplore leave, letters, requests and employee records.
Explore the capabilityExplore Brew's illustrative message and onboarding drafts. HR remains responsible for accuracy, tone and permission to use the underlying information; nothing is sent automatically from this preview.
Explore Brew AIBegin with interview feedback or new-starter readiness. For teams serving multiple Nigerian locations, include a manager outside head office in the evaluation.
Download the starting briefYes, the local product tour demonstrates a two-way exchange between the HR and candidate views. Production delivery, identity and access still need deployment verification.
The product includes an interviewer journey and structured scorecards. In your pilot, validate panel membership, invitations, sign-in and the exact records each interviewer can access.
No. Start with the workflow creating the most repeated follow-up. Add employee service or development when the first journey has clear owners and acceptance criteria.