Agentic hiring, human-approved
Otto reads every candidate. The choice stays yours.
A candidate tracking system (ATS) is software that collects the applications a job posting receives in one place, keeps every candidate on record with their resume and interview history, and runs the hiring process stage by stage. Otto HR adds AI to that system: Otto reads each application, scores it against the role and ranks it — and who moves forward is always your decision.
01
2 languages
Your careers page, Turkish and English
02
One board
Every candidate, job post to offer
03
Every resume
Read and scored against the role
Why Otto
Applications collect themselves, Otto does the first pass, your team makes the call.
01
No application goes missing
Every application from your careers page and the links you share lands in the same inbox and becomes a candidate record — not a thread waiting in someone's mailbox or a row lost in a spreadsheet.
02
Otto does the first pass
Every resume is read and scored against the role, and a shortlist suggestion comes to you. No machine rejects anyone: who gets an interview — and who does not — stays a human decision.
03
The process is visible to everyone
Stages are shaped to your company, every candidate sits on one board, and the record keeps the trail: who is at which stage, what the team thought, even who was taken out of the process and when.
How it works
Four steps from job post to offer.
Applications through one door
Your careers page publishes in Turkish and English, with the KVKK privacy notice acknowledged inside the apply flow. Wherever a candidate comes from, the application lands in the same inbox and becomes a record.
New applications
0candidates this weekMaya Chen
Careers page
Tom Weber
Shared link
Lena Vogel
LinkedIn post
Otto reads, scores, ranks
Each resume is evaluated against the role: strong candidates surface and a shortlist suggestion is prepared. Nothing counts as screened out until a person decides.
Incoming applications
Screening resumes…Lena Vogel
Data Analyst
Maya Chen
Product Designer
Tom Weber
Backend Engineer
Nora Smit
Accountant
Together on the pipeline board
You decide who enters the process. Stages are arranged to fit your company, cards move by drag and drop, and stage-attached email templates make telling the candidate the easy part of the move.
Maya Chen
Product Designer
Tom Weber
Backend Engineer
Lena Vogel
Data Analyst
Arjun Mehta
HR Generalist
Sofia Ricci
Frontend Engineer
James Cole
Sales Associate
Nora Smit
Accountant
From interview to offer
Interviews are scheduled with the calendar invite and meeting link attached, the team's evaluations gather on the candidate's card, and the person you hire rolls into onboarding on the same record.
Maya Chen
Product Designer
Scorecards
James Cole
Hiring manager
Selin Acar
Engineering
Arjun Mehta
People team
Frequently asked questions
Through three loops: applications land in one pool from the job post, the careers page and the links you share. Every candidate becomes one card with their resume, notes and correspondence, and the process moves stage by stage on a board. Otto HR adds a screening layer — Otto reads and scores the resumes, while putting candidates into the process and advancing them is a person's job.
ATS is short for applicant tracking system, and a candidate tracking system is the same thing — the Turkish term for it is aday takip sistemi. Our HR glossary covers the term in detail in its ATS entry. Whichever name you search, the job is the same: collect the applications, keep candidates on record, make the process visible.
Even a few dozen applications per posting outgrow email and spreadsheets: who is waiting for a reply, who is at which stage, who never got an answer — it all falls back on memory. Otto HR is built for exactly that scale: nothing to install, hiring comes inside the HR platform, and there is no separate product fee for it.
The apply flow on the careers page includes the candidate seeing and acknowledging the privacy notice. Data is kept private to your company and access is role-based. We cover the full picture of KVKK in hiring — retention periods, explicit consent, data minimization — on this site's KVKK-compliant hiring page, and we recommend reviewing your process choices with your counsel.
The candidate you hire rolls into onboarding on the same record: the offer is accepted, task lists spin up, the personnel file opens, and leave and payroll run off the same registry. The candidates you don't hire aren't lost either — closing the job sends a courteous reply to everyone still waiting, and you can keep strong profiles in talent pools for future roles.
Agentic hiring, human-approved
Post the role. Meet your shortlist.
Publish to your careers page. Watch applications land in one process and Otto's read arrive on every resume. A person makes every decision — start with no credit card.