For in-house recruiters

Fit, made visible.
Hiring managers see why.

Compono is an applicant tracking system (ATS) for in-house talent acquisition teams who want to shortlist on fit and prove it to a hiring manager. It runs the pipeline any ATS runs, and finds the fit underneath, with the evidence behind the ranking. If you run 5,000 requisitions a year across regions, buy an enterprise ATS.

Talk to us See how Hire works

Compono Hire · Candidates

Senior accountant25 candidates

Ranked on

Organisation fit 55%Quals 30%Skills 15%

NameFitStage

1Jerrell Padberg82Interview 1

2Virgil Van Dyke78Invited

3Matilda Hauck78Invited

4Jackie Dev78Talent pool

5Anna Boden74Talent pool

JPJerrell PadbergWork personality1 of 8Coordinator

Coordinator

Aligns with the team on responsiveness and customer focus. Lower on individual autonomy than the current team average.

Ranked on evidence, with the reasoning attached

How it shows up for in-house recruiters

An interview panel greeting a candidate at the end of a meeting

The hiring manager sends the shortlist back

You screen sixty applications down to six, and the manager says none of them feel right. You cannot argue with a feeling, because the only evidence you brought was a CV and your own read of the call. So you reopen the role and start again.

93% of talent acquisition professionals say accurately assessing a candidate's skills is crucial to quality of hire, and 61% believe AI can improve how they measure quality of hire.

Source: LinkedIn, The Future of Recruiting 2025

The role stays open and the business notices

Every extra week is work the team absorbs and a manager who starts sourcing on the side. The delay is rarely a shortage of applications. It is the time it takes to get agreement that one of them is right.

41% of recruiting employers reported recruitment difficulty in the December quarter 2025, and 64% of employers hiring Professionals had vacancies still unfilled after a month.

Source: Jobs and Skills Australia, Recruitment Experiences and Outlook Survey, December quarter 2025

The offer gets declined, or the hire leaves inside the year

The candidate who fit the job description did not fit the team, and both sides worked that out late. Sometimes it shows up as a declined offer after the final interview. Sometimes it shows up eight months in, and the requisition comes back to you.

7.2% of employed Australians changed employer in the year to February 2026, and a quarter of those who left a job simply wanted something better.

Source: Australian Bureau of Statistics, Job mobility, February 2026

No data on why the hires that fail, fail

At 90 days somebody says it is not working out. There is no record of what was assessed, what was assumed, which part of the read was wrong, or what the manager actually wanted, so the next search repeats the same process and hopes for a better result.

Only 12% of employees strongly agree their organisation does a great job of onboarding new people.

Source: Gallup, why the onboarding experience is key for retention

Everything a good system tracks.
And what only Compono finds.

Compono Hire

An applicant tracking system (ATS) that finds fit and ranks on it

Like any ATSCandidates, stages and job-board posting
And what only Compono findsFit against the role, the team and your culture

Hire runs the same pipeline you run now, posts to SEEK and the major job boards, and moves candidates through the stages. It also profiles every candidate against the role, the team and your culture, and the shortlist arrives ranked with the reasoning attached. The conversation with the manager starts from evidence instead of instinct.

See how Compono Hire works

Compono Engage

An employee engagement platform that finds the team the hire joins

Like any engagement platformEngagement scores and response rates
And what only Compono findsWhich kind of work has no owner in the team

Engage runs the engagement survey for the team the role sits in, as any engagement platform does. It also measures culture across 12 dimensions and shows the work personalities already in the room. You can show a manager which kind of work has no owner in their team, and which candidate fills it.

See how Compono Engage works

Wherever you operate

Written for a talent team in Sydney or Auckland, and it reads the same way if you also hire into Singapore or London.

What it is	Australia and New Zealand	Everywhere else
Where your data sits	Built and hosted in Australia and New Zealand	Data is hosted in Australia and New Zealand wherever your team sits
Where the roles go	SEEK and the major Australian and New Zealand job boards, from Hire	The same posting flow covers the boards you already use in other markets
How managers get access	Single sign-on implemented per customer, with role-based access so a manager sees only their own requisitions	The same single sign-on and access model in every market
Right to work and registration checks	Australian Health Practitioner Regulation Agency (Ahpra) registration or a White Card recorded as a competency with its expiry date	NMC registration in the United Kingdom or a state board licence in the United States recorded the same way

One platform, one engine.

Hire, Engage, Develop and Assure run on one validated behavioural science engine, so the read you took on a candidate is the same read the business gets on the team they joined and the capability they build afterwards. That is how you find out whether your shortlists were right. People decisions backed by behavioural science and AI.

See how the platform works

Compono Hire

A. Okafor, senior account manager

Culture Fit91%

Job Fit86%

88% overall fit

Compono Engage

Delivery team, 16 of 16 responded

InnovativeRisk Averse

ResponsivePlanned

CurrentDesired2 of 12 shown

3 of 12 dimensions misaligned

Compono Develop

Site supervisor, 42 people in the role

Safety leadership88%

Coaching others44%

68% capability held

Compono Assure

Working at heights, 38 people hold it

Verified competency recordCurrent

Renewal due 14 Mar 2028

Four products, one behavioural science engine.

Common questions

Yes. Compono Hire is a full applicant tracking system: requisitions, job ads, a careers page, every application in one pipeline, and a ranked shortlist. What in-house teams buy it for is the ranking, because it reads fit for the role and the team rather than keywords in a CV.

Every candidate completes a short behavioural assessment. Compono profiles them against the role, the team they would join and your organisation's culture, measured across 12 dimensions, then ranks the pipeline on that evidence. You see why each person sits where they sit, and what to probe in the interview.

Yes, and that is usually the reason the shortlist stops bouncing. Managers get role-based access to their own requisitions, with the ranking and the reasoning behind it in plain language. It is the same view you work from, so the debrief is one conversation rather than two.

Yes. Hire posts to SEEK and LinkedIn, along with the other major job boards, and every applicant flows into one ranked pipeline regardless of where they came from. Tell us which channels you run today and we will confirm each one before you buy anything.

On pipeline mechanics, all three do the job. The difference is what happens before the shortlist: Compono assesses fit for the role, the team and the culture, and hands you the evidence. If your requirement is high-volume global requisition management, an enterprise platform will serve you better.

Compono and Workable Compono and Greenhouse

In-house teams are priced by organisation size, not by recruiter seat. From 100 to 500 people, one product runs circa $7k to $13k AUD a year depending on the band, and a second product comes down by about 30%. The bands are published on the pricing page.

Some teams do that for a period, and it works: candidates are assessed and profiled in Compono while requisitions stay where they are. Most move the pipeline across within a year, because the ranking is more useful when every applicant is in it.

Compono is built and hosted in Australia and New Zealand, and data is hosted there wherever your team sits. It works the same way for requisitions in Singapore, the United Kingdom, the United States or anywhere else you hire, because the assessments and the culture read are not country-specific. Job boards differ by market, so we confirm yours first.

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