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Elevator for growing companies

Build your team. Grow your process.

Put a consistent hiring process in place while keeping the work manageable for a small team. Elevator by Superset brings pipelines, candidate relationships and AI-assisted screening together, ready to grow with your business.

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What growing companies need

A strong foundation for your next stage.

Give your team a clear process, an organised talent network and dependable follow-through.

  • A confident starting point

    Use pipeline templates and shared scorecards to put a consistent hiring process in place, then adapt it as you grow.

  • Relationships you can build on

    Keep past applicants, referrals and promising people together, ready for the next role that fits their experience.

  • Support for a busy team

    Automate routine reminders and see where work needs attention, giving your team more time for candidate conversations.

Pipelines

Start with a process you can make your own.

Choose from six pipeline templates based on department and seniority. Each stage has an owner and response time, with configurable interview plans and scorecards to support a consistent candidate experience.

What’s included
  • Stage types: sourced, screen, assessment, interview, debrief, offer, verification, hired
  • Per-stage SLA days and owner, editable by drag in the template builder
  • Scorecards anchored to a rubric so two interviewers’ 3s mean the same thing
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Careers site

Create a welcoming first impression.

Publish a branded careers site with searchable roles and an application flow connected to your pipeline. A careers assistant helps candidates explore opportunities, ask process questions and apply.

What’s included
  • Recommended-for-you uses the same fit logic recruiters see, so the candidate never sees a match the recruiter does not
  • Channel performance per source: cost, applications, hires, time to hire, retention
  • Job postings always carry their requisition and opening: no orphan ads
Explore sourcing and the careers site

Talent CRM

Build on every relationship.

Keep applicants, referrals and promising candidates in one talent CRM. TalentLens helps rediscover relevant experience when another role opens, while talent pools keep those relationships organised.

What’s included
  • Pools such as silver medallists from a loop, referral inbound with a 48-hour SLA, alumni of your campus programme now three or more years into their careers
  • Campaigns: multi-step nurture over email, SMS and WhatsApp with a per-recipient journey
  • Duplicate resolution with fuzzy matching and a merge diff view
Explore the talent CRM

Automation and growth

Make space for the work that needs you.

Automate reminders, route approvals and follow progress through live dashboards. Add approval steps and HRIS connections as your company grows, without losing the history of how your team was built.

What’s included
  • Google Workspace and Microsoft 365 for calendar and email; Keka and Darwinbox for the HRIS handoff
  • Executive overview, pipeline and velocity, offers and compensation, source ROI, recruiter productivity
  • Approval chains with named approvers and SLAs that extend one step at a time
Explore requisitions and approvals

What you get

Elevator for a growing hiring team

  • Six pipeline templates adopted automatically by department and seniority
  • Branded careers site that is connected to the ATS, one role per requisition
  • Careers-site assistant that finds roles and takes the application
  • Candidate 360 record across roles and years
  • Living talent pools that refresh nightly, plus curated pools
  • Rediscovery: rank every past candidate against a reopened requisition
  • Automation rules on eight triggers and eight actions
  • Rubric-anchored scorecards and side-by-side debriefs
  • Five standard dashboards, computed live from the record
  • Google Workspace and Microsoft 365 calendar and email connectors
  • Keka and Darwinbox HRIS connectors for the hire handoff
  • Approval chains you extend step by step as finance and HR join

Other solutions and the platform behind them

Hiring at a growing company, answered

What is an ATS for a growing company?
An applicant tracking system for a growing company is hiring software that arrives with the process built in, so a small team gets structured pipelines, scorecards and a careers site without a configuration project. Elevator by Superset ships six pipeline templates, a careers site that is connected to the ATS, a talent CRM and automation rules, and adds approval chains and HRIS connectors as the organisation grows into them.
How much setup does Elevator need?
A requisition adopts the right pipeline template from its department and seniority, so the first hire runs on a full pipeline on day one. The careers site publishes from the same requisitions, and interview loops and scorecards come with the template. Connectors to Google Workspace, Microsoft 365, Keka or Darwinbox are configured during onboarding.
Do we need a separate careers site?
No. Elevator’s careers site is a branded public site that reads directly from the ATS: one role per requisition, drafts never surface, search and filters by department and location, and an apply flow into the pipeline. A careers-site assistant answers process questions and takes the application in one conversation.
How does rediscovery help a small team?
Rediscovery reopens a requisition and ranks every past candidate against it with TalentLens, so the search starts from people you already know rather than from zero. Silver medallists from an earlier loop, past applicants and referrals live in talent pools, and a rule can re-engage them automatically when a matching requisition opens.
What happens when finance and HR start needing approvals?
You add a step to the approval chain. Chains are multi-level and named, with a role, an approver and an SLA per step, so a founder-only sign-off can grow into hiring manager, finance partner, HR business partner and CHRO without changing anything else. Cost centre, legal entity and grade band fields are already on the requisition when finance asks for them.
Which reports come out of the box?
Five standard dashboards, all computed live from the record: executive overview, pipeline and velocity, offers and compensation, source ROI and channel spend, and recruiter productivity. The home page shows open requisitions, openings to fill, candidates in pipeline, offers outstanding, median time to fill and offer acceptance, with a needs-attention queue underneath.

Your next team starts here

Your hiring.
All together.

A walkthrough of Elevator, shaped around your roles, your people and your process.

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