HR doesn't have a tools problem. It has a system problem.

Reena runs the whole hire on one platform: applicant tracking, AI CV screening, AI interviews, scheduling, communications, native e-signature and HRIS records, connected so nothing falls in the gaps between tools. For the systems you keep, webhooks and an external API carry the data across, and your team works from one login and one candidate record.

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reena · one systemEvery Open Role
CV screening toolseparate
Interview schedulerseparate
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E-signature appseparate
Reenawaiting
One login, one candidate record, nothing re-typed.
The stack

What does a fragmented stack actually cost?

The visible cost is the invoices: an ATS here, a screening add-on there, a scheduling app, an e-signature subscription and a spreadsheet quietly acting as the system of record. The real cost is what happens between them: candidates fall in the gaps, data is retyped at every handover.

Each tool made sense when it was bought, and together they make a process nobody would design on purpose.

How it works

Three capabilities, one platform.

The mechanics behind trading five logins and five invoices for one.

One Platform

What replaces the tool for every job

Applicant tracking, AI CV screening, AI interviews, scheduling, communications, native e-signature and HRIS records all share one candidate record, one login and one team. Nothing falls in the gaps between tools, because there are no gaps.

The Created Stages panel, showing a hiring process built from stages like Applied, Reena Interview, Offer and Hire.
E-signature & Documents

No separate e-signature subscription

E-signature is built into Reena: your team drags fields onto a template, invites the signer, and Reena verifies them with a one-time passcode before they sign. Every document returns signed with a full audit trail.

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

What happens to the data after the hire

When a candidate accepts, their record flows straight into Reena's HRIS module. For the systems you keep, outbound webhooks and an external API keep the data moving, so consolidation never means a walled garden.

A Who's out of office? panel, listing staff on sick leave and annual leave with their role and status.
Proof

From a fragmented workflow to one system.

Thye Hua Kwan Moral Charities in Singapore replaced a manual, fragmented hiring workflow with structured pipelines, automated scheduling and built-in analytics on Reena.

100%
Candidates automatically ranked and prioritised
THKMC · Singapore
50–60%
Less manual CV screening effort
THKMC · Singapore
<30sec
To retrieve project-ready talent from one candidate bank
CNTXT AI · UAE

Frequently Asked Questions

No: most teams start with the hiring modules and retire tools as each one stops earning its invoice. Implementation takes weeks, not quarters, and we sit with your team to map the workflow you already run before anything moves. Webhooks and the external API keep the rest of your stack informed throughout the transition.
Yes. Outbound webhooks push hiring events to your other tools with signed payloads, and an external API lets your engineers read programme and department data directly. Thye Hua Kwan Moral Charities in Singapore runs Reena with an integration layer built for connectivity to the HRIS they keep, which is the pattern we recommend: consolidate the hire, integrate the rest.
For hiring documents, yes: e-signature is native to Reena, with document templates, drag-placed fields, one-time-passcode verification for signers, and a signed PDF returned with an audit certificate page and full event log. The same module collects the documents candidates owe you, with status tracking and automatic reminders, so nothing lives in a separate tool.
It is the people-management module that keeps records current after the hire: a people directory, org chart, time-off policies and approvals, onboarding checklists, employee documents and compensation records. It is deliberately scoped to what follows the hire rather than trying to be everything, and the candidate record flows into it without retyping.
It comes with you: bulk CV upload with duplicate detection brings past applicants into the same ranked pipeline and talent pool, so history you paid to build keeps working. The data also stays yours: candidate lists export to CSV at any time, and audit logs record every action taken on a record.

Seven tools, one invoice.
Down to one platform.

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