Every applicant remembers the experience.

Candidate experience is what every applicant feels moving through your hiring, from the first click on a careers page to the final answer. At volume it usually frays: people apply into silence and never learn where they stand. Reena keeps every candidate informed through a branded portal, automated stage updates, fast AI screening, and surveys that measure how the process actually felt.

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reena · candidate statusWhere you stand
AppliedApplication received. We are reviewing it now, you will hear back either way.
ScreenedYou are through to interview. Pick a time that suits you.
InterviewedThanks for your time today. A decision is coming this week.
DecisionOffer confirmed. Your contract is ready to sign.
This is exactly what the candidate sees, nothing more.
Candidate experience

What does a broken candidate experience cost you?

At volume the arithmetic turns harsh: when two thousand people apply and only a shortlist ever hears back, a single hiring round quietly produces hundreds of people who think less of your company than before they applied, and many of them are also your customers.

Most candidates who are ghosted will not apply to you again. The fix is structural, not motivational: on a fragmented stack a reply depends on a recruiter remembering to send it, and at scale nobody can remember every time.

How it works

Three capabilities, no one left in the dark.

What keeps two thousand applicants from ever feeling like a number.

Communications

Every candidate knows where they stand

Status lives in one place: a branded portal with messages threaded beside the application, and automated updates on the triggers your team sets. The words stay yours; you write the templates.

A message thread with a candidate, inviting them to schedule an interview for a Marketing Intern role.
Fairness & Transparency

Every candidate judged the same way

Reena applies your screening and interview criteria consistently across the whole pipeline and shows the reasoning behind each ranking. Recruiters can override any call; human oversight stays on every decision.

A candidate's AI interview screen: video preview, mic check and device selection, with Reena on the call.
Candidate Experience Surveys

How you know how the process felt

Surveys go out by email campaign at the moments you choose, and response analytics show where the process works and where it grates. Findings reach the team that can act on them.

A candidate experience survey question: which parts of the recruitment process were most challenging, with a list of selectable answers.
Proof

Candidate experience, measured.

CNTXT AI in the UAE measured engagement across its candidate pool, Misk Foundation in Saudi Arabia runs more than 10,000 applicants per intake through one hub, and THKMC in Singapore automated its candidate communication and engagement workflows on the same platform.

30–40%
Increase in candidate engagement
CNTXT AI · UAE
10,000+
Applicants per intake through one hub
Misk Foundation · Saudi Arabia
2–3×
Increase in candidate reach through multiposting
Cut+Dry · United States

Frequently Asked Questions

Candidate experience is the sum of everything an applicant feels while moving through your hiring, from finding a role to hearing a final answer. It covers how quickly you reply, how clearly you communicate, how fairly you assess, and whether people leave the process feeling respected, whatever the outcome.
Make communication part of the pipeline rather than a task someone has to remember. On Reena, automated stage updates go out on the triggers and delays your team sets, AI screening reads every application in minutes, and scheduling removes the back-and-forth. The process stays personal because your team writes the words.
Ghosting happens when a reply depends on someone finding the time, and at volume nobody does. Reena sends an outcome message automatically at every stage, so silence stops being the default. Candidates who are not hired still hear back, and they stay in your talent pool for future roles.
Each candidate has a branded portal where messages sit threaded beside their application, backed by email from a sender on your own domain. Automated updates fire when a stage changes, delivery is tracked, and your team works from a unified inbox, so a question becomes a task someone owns rather than a missed email.
Send candidate experience surveys by email campaign at the moments that matter, then read the response analytics to see where the process works and where it grates. Because the findings reach the team that can act on them, reputation stops being anecdote and becomes something you track and improve over time.
AI handles the parts that make people wait: it reads every CV in minutes and shows its reasoning, and it removes the scheduling back-and-forth. It never writes the message or makes the final call. Your team writes the templates and decides every outcome, so speed goes up while the human judgement stays.

Two thousand applicants.
Not one left guessing.

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