Gamfi for HR · Module
Recruitment software that carries a candidate all the way to their first day of work
The Gamfi platform runs recruitment from the job ad to the signed contract, then hands the hired person over to preboarding and onboarding without retyping any data. The recruiter, the manager and HR all work in one place, with consents and data-processing deadlines tracked by the system.
How it works
One process from the first application to the first day of work.
- 1
You publish a job ad
The job description goes on your careers page, with its own application form. We connect the job boards you already advertise on as part of the rollout.
- 2
Candidates land in one database
Applications from every source land in one place, with consents and data-processing deadlines attached.
- 3
You run the stages together with the hiring manager
The recruiter and the manager assess candidates in the same system – no CVs emailed around, no “so what about that candidate?” messages.
- 4
The new hire moves into preboarding
Recruitment data becomes the employee profile and the onboarding path – same place, same system.
More, because it is one system
Polish recruitment systems stop working once the contract is signed. Recruitment connected to onboarding and analytics answers three more questions.
Which source brings people who stay
A recruitment channel measured against turnover after the first year of employment. A cheap source with high turnover stops looking like a saving, because you see its cost on the other side.
A new hire doesn't start as a brand-new record
Data, documents and consents gathered during recruitment stay on that same person's profile. Nobody exports a spreadsheet from one system to upload it into another.
The manager already knows this tool from another side
In the same place, they assess a candidate, run their onboarding, and six months later talk to them about targets and development.
See how Gamfi is used in organisations with distributed teamsCustomers →
Describe your need
Describe the situation in your own words – we will write back with how the Gamfi platform answers that challenge. You decide about a meeting after you have read the answer.
What you get in Gamfi
The scope you'd expect from a recruitment system – inside a platform that carries that person forward.
Job ads and candidates
- Publishing job ads from one placeto your careers page; we connect job boards as part of the rollout
- Job ads in your employer brandingyour logo, colours and brand theme
- Your own application formquestions matched to the role, without forcing a CV into one fixed format
- One candidate databaseapplications from every source in one place
- Recruitment stages by rolea different process for a production role than for a head-office one
- A board view with the stagesyou see where every candidate stands, without asking the recruiter
- A history of contact with the candidatewho wrote, when, and with what outcome
Assessment and decision
- Candidate assessment formsthe same criteria for everyone applying to one role
- Candidates compared side by sideinstead of four versions of notes in four inboxes
- Interview question templatesa manager runs the interview the same way in every branch
- Knowledge tests and screening tasksthe same testing engine that training uses
- The recruiter and manager working togethernotes and decisions sit with the candidate, not in emails
- Meeting times in the calendarGoogle or Microsoft, on both sides of the conversation
Communication with the candidate
- Automatic confirmation of an applicationthe candidate knows their application arrived
- Invitations and reminders about deadlinesfewer no-shows at interviews
- A decision notice, including to rejected candidatesthis comes back in reviews of your company and in future recruitment
- Email and text message as channelsa candidate without a company email still gets the message
Candidate consents and data
- A register of consents with processing deadlinesready for a question from a Data Protection Officer
- Deletion and anonymisation of data once the deadline passesno manual database clean-up once a year
- A separate consent for future recruitmentinformed, revocable, recorded against the candidate
- Access control over candidate dataa manager sees their own recruitment, not the whole database
- An access and change logan unalterable record of who opened what
- Data processed within the European Unionno transfer outside the EEA
Recruitment numbers
- Time to fill a rolefrom opening the recruitment to a signed contract
- Conversion at every stageyou see exactly where the process loses candidates
- Effectiveness of application sourceswhich job ad actually leads to hires
- Cost per hirethe system counts the time and the stages; you add the external costs yourself
- First-year turnover next to the sourcea number you can't see in a recruitment system on its own
From signature to day one
- Recruitment data becomes the employee profileone person, one profile, zero retyping
- Handover to preboardingthe path picks up exactly where recruitment left off
- Documents and consents stay with the personwhat the candidate entered once keeps working
- API and webhooks to your HR systemthe employee record lands where it should once they're hired
Common questions
Open the one that applies to you.
Does artificial intelligence assess candidates at your company?
No, and we don't plan to without talking it through with you first. Under the EU's AI regulation, automated candidate assessment is a high-risk area, with obligations that fall on the employer. In Gamfi, people make decisions about people, and the system keeps track of the process, deadlines and consents.
Do you publish job ads on Pracuj.pl (Poland's leading job board), OLX or LinkedIn?
You publish job ads wherever you advertise today: you tell us which job boards, and we connect them as part of the rollout. Exactly which ones and by when – we confirm that in the project schedule, before signing the contract, not after.
We already have a recruitment system. What then?
It stays with you. You hand a hired person over from it into onboarding via API or import, without creating a second record. You move recruitment into Gamfi only if and when you decide to change tools yourselves – that's not a condition for using the rest of the platform.
Does candidate data delete itself once a consent expires?
Yes. Every consent has a deadline recorded against it, and once it passes, the data is deleted or anonymised. Only people who agreed to be considered for future recruitment stay in the database.
Do we have to move all our recruitment over at once?
No. It usually starts with one group of roles – typically the one you recruit for the most – and others come on board once the process has settled in. Recruitment run elsewhere carries on unaffected in the meantime.
We recruit several hundred people at once. Can it handle that?
A candidate applies from their phone, with no requirement for a CV in one fixed format, and you send messages to the whole group – invitations, reminders, decisions – in a single action, by email or text message. If you're looking for a tool built purely for high-volume recruitment, let's say so at the first meeting – that's a separate category of product.
What does the price depend on?
Several factors affect the price: the number of participants, the scope of modules and the scale of the rollout. We're happy to go through the details in a meeting and in further contact.
For your IT team
The short answer for your security and integrations team.
- Candidate data with retention deadlines and access control, data held in the EU
- We set up data exchange with your systems and job boards as part of the rollout, with the scope and date set out in the project schedule
- Company single sign-on (SSO) and automated account provisioning (SCIM)