नॉलेज सेंटर
ofper से हायरिंग की छोटी, सीधी गाइड — सेटअप, सत्यापन, स्क्रीनिंग और गोपनीयता।
Using ofper
Set up your workspace, verify your domain, and run a pipeline.
Getting started with ofper
Create your workspace, post your first job and run your hiring pipeline — in about ten minutes.
Verify your company
Get the Verified badge for free: instantly with a DNS record or an email code on your domain, or by manual document review (up to 2 business days) if your company has no domain.
Connect your recruiting mailbox (Gmail, Outlook and more)
Exact SMTP settings and app-password steps for Gmail, Google Workspace, Microsoft 365 and Outlook, so interview invites and offers send from your own address.
Screening questions & knockouts
Ask up to five Yes/No or numeric questions per job, and automatically screen out applications that don't meet your requirements.
Resumes, profiles & privacy
How resume parsing works without our servers reading your files, and how candidate data is kept private between companies.
Create a free booking page with Google, Microsoft or Calendly
Set up a free scheduling page in minutes, then paste its link into your ofper job so candidates book interviews themselves — video link included.
Why ofper is free
No trial, no card, no per-job pricing. Here's the honest explanation of how that works.
Features
What each part of ofper does, with its limits stated — and what it does not do.
Free careers page
Every company that verifies its domain gets a careers page at ofper.com/c/your-company: open roles, company facts, a Verified badge, and a job page per role with structured data for Google for Jobs. Free, with the limits stated.
Kanban hiring pipeline
ofper's pipeline is a Kanban board with fixed stages from Pool to Offer accepted. Drag candidates between stages on a desktop, move them from a menu on a phone, and keep a dated history of every move. Available on the free, unverified tier.
Screening questions
Ask applicants up to five yes/no or numeric questions on the application form. Mark any as a knockout: a failing answer files the application into Screened out, keeps it, and sends a rejection from your own mailbox. No AI, no free text.
Interview scheduling
Set weekly availability and blackout dates, send a candidate a link, and they choose a slot. Confirmations, calendar invites and reminders go out from your own mailbox. What is included, the limits, and what is not: no calendar sync.
Email from your own mailbox
ofper sends every candidate email — invitations, confirmations, reminders, rejections, offers — from the company's own mailbox over SMTP, never from a platform address. Which mailboxes work, how it is set up, and what it does not do.
Resume extraction in the browser
When a resume is uploaded, ofper extracts its text in the uploader's own browser to pre-fill the candidate form. Nothing is parsed or scored on a server, and there is no AI. What it handles, and what it cannot.
Hiring from a phone
ofper is designed for a phone first and a desktop second: the pipeline has an explicit mobile layout, forms work one-handed, and every control is thumb-sized. Candidates apply from their phones; recruiters can hire from theirs. No app to install.
Compare
What each applicant tracking system costs and allows, and where each one beats ofper.
Free applicant tracking system
Most applicant tracking systems advertise a free plan that stops at one job. Here is what each free ATS plan actually allows, with sources, and what a free ATS cannot do for you.
All ATS alternatives
Every comparison in one place, each stating where the other tool wins.
Alternatives
Freshteam
Freshworks is sunsetting Freshteam and stopped renewals in March 2026. Here is what Freshteam users need to do, when, and which applicant tracking systems replace it.
Zoho Recruit
Zoho Recruit's free plan allows one active job opening. Here is what that limit means in practice, what the paid editions cost, and which alternatives remove the cap.
Breezy HR
Breezy HR's free plan allows one active job and hides candidates after 30 days. Here is what that means in practice, what the paid plans cost, and where Breezy HR is still the better tool.
BambooHR
BambooHR bundles applicant tracking into HR software priced per employee, with the ATS capped at 5 job openings on the entry plan. Here is when a standalone recruiting tool is the better fit.
Workable
Workable markets unlimited active jobs while its help centre documents a per-tier job slot cap. Here is what Workable actually costs, what the add-ons do to the bill, and the free alternatives.
Manatal
Manatal starts at $15 per user per month with a 15-job cap on its entry plan and no free tier. Here is what it costs as a team grows, and where a free applicant tracking system fits instead.
JazzHR
JazzHR gives unlimited users but limits active job slots, starting at 3 on the $1,000-a-year Hero plan. Here is what each tier allows and which alternatives remove the cap.
Recruitee
Recruitee publishes no pricing, bills on your company headcount and requires a one-year minimum commitment. Here is what that means before you book the demo, and where Recruitee is still the better tool.
Greenhouse
Greenhouse publishes no prices, has no free plan and sells only through a demo. Here is what buyers actually pay, why teams look elsewhere, and an honest account of where a free ATS does and does not replace it.
Lever
Lever publishes no prices, has no free plan and no free trial, and has been owned by Employ Inc. since 2022. Here is what that means for a buyer, why teams look elsewhere, and where a free ATS does and does not replace it.
Keka Hire
Keka Hire is the hiring module of Keka's HRMS and payroll suite, priced per recruiter on top of the HRMS plan, and Keka no longer publishes prices. Here is who should stay on Keka, who is paying for a suite they do not need, and what a free applicant tracking system replaces.
Migration guides
Freshteam
Freshworks stopped Freshteam renewals in March 2026. Export your candidates, resumes and job history first, then move to a replacement applicant tracking system.
Greenhouse
Leaving Greenhouse means exporting candidates, resumes, jobs and scorecards before the contract ends, then redirecting a Greenhouse-hosted careers page. Here is the order to do it in, and what does not come across.
Lever
Leaving Lever means exporting candidates, resumes, postings and feedback before the contract ends, then redirecting a Lever-hosted job site. Here is the order to do it in, and what does not come across.
Breezy HR
Breezy HR gates data export behind its unpriced Pro plan and hides free-plan candidates after 30 days. Here is how to get your candidates and resumes out from any plan, in what order, and what does not come across.
India
Buying recruitment software and hiring in India: pricing in rupees, local formats.
Choosing software
ATS software in India
What ATS software is, what it costs in India in rupees, whether you need a full HRMS or only an ATS, which options suit a small business or a startup, and what a free ATS does and does not cover.
Recruitment software pricing
What Indian companies pay for recruitment software, how per-employee and per-user pricing differ, and why the headline price is rarely the final bill.
Keka pricing
Keka has removed prices from its own pricing page. Here is the last published India rate card from an archived snapshot, how the hiring module is priced separately, and what is genuinely unknown.
Hiring documents
Post a job for free in India
Where you can post a job at no cost in India, what free job posting actually gets you, and how to publish a job on ofper in about ten minutes.
Offer letter format (India)
A job offer letter format for Indian employers, covering CTC breakdown, notice period, probation and joining date, with a free template to copy.
Spotting a fake job offer letter
How to verify a job offer letter in India in ten minutes: check the sender's domain, the company's CIN or GST number on the government registry, the offer's terms, and the one rule that catches nearly every scam — a real employer never asks for money.
Guides
Explainers and how-tos that get re-verified rather than dated.
Freshteam is shutting down
Freshworks announced the end of Freshteam in January 2026 and stopped renewals in March 2026. Here is what was announced, what happens to your data, and the order to do things in.
How to build a hiring pipeline
How to design hiring pipeline stages that reflect real decisions, who should own each one, and the rules that stop candidates stalling between them.
Recruitment metrics that matter
The hiring metrics worth tracking, how to calculate each one, the benchmarks worth being sceptical about, and which metrics quietly reward the wrong behaviour.
ATS myths
Applicant tracking systems do not score or auto-reject resumes the way career advice claims. Here is what an ATS actually does, from someone who builds one.
How to post a job for free
Where you can publish a job at no cost, what each free option actually caps, how to make a free posting eligible for Google for Jobs, and how to post unlimited jobs on ofper.
Cost per hire calculator
Cost per hire is total recruiting spend divided by the number of hires in the same period. Calculate yours, see what belongs in internal and external costs, and why the software line can be zero.
ATS cost calculator
Applicant tracking systems are priced per company, per recruiter seat or per employee. Enter your recruiter seats, headcount and months to see what each published plan would cost, from the vendors' own pricing pages.
How to screen resumes without AI
A screening method for small teams that does not rely on resume scoring: decide the three requirements, knock out with questions, read for evidence not keywords, and record the decision. Faster and fairer than a model you cannot inspect.
How to choose an ATS
The questions that decide which applicant tracking system fits a small company: whether you need one at all, how it is priced, what it does with your email, where jobs get published, and what happens to candidate data. With the honest answers for ofper.
Switching ATS
A migration plan for a small company changing applicant tracking systems: what to export, what will not transfer, how to run both for two weeks, and what to tell candidates mid-process. With guides for leaving Freshteam, Greenhouse, Lever and Breezy HR.
Why ofper doesn't screen with AI
ofper has no AI features: no resume scoring, no ranking, no generated rejections. The reasons are cost, accountability and the direction of regulation, and each is stated plainly here so that the position can be quoted and held to.
Greenhouse vs Lever
Greenhouse and Lever are both quote-only, enterprise-grade applicant tracking systems with no free plan. Where each one wins, what they share, what buyers report paying, and why a company under about fifty people should consider neither.
Glossary
Recruiting terms defined in one plain sentence first, then explained.
ATS full form
The full form of ATS is Applicant Tracking System. What the software does in recruitment, how it differs from an HRMS, what it means for a job seeker's resume, and which ATS is free in India.
What is an applicant tracking system?
What an applicant tracking system stores, how the hiring pipeline inside it works, what an ATS is not, who needs one, and what one costs — written by the team that builds ofper.
Hiring pipeline
A hiring pipeline is the ordered set of stages a candidate passes through from application to offer. What the stages are, why every candidate sits in exactly one, and what a pipeline lets you measure.
Screening question
A screening question is a short question asked on the application form to check a hard requirement before anyone reads the resume. What a knockout question is, examples, and how ofper applies them.
Careers page
A careers page is the public page where a company lists its open jobs and accepts applications. What belongs on it, how it differs from a job board, and how a verified company gets one on ofper for free.
Interview scorecard
An interview scorecard is a fixed list of criteria an interviewer rates every candidate against, filled in straight after the interview. What it contains, why it reduces bias, and where to get a template.
Time to hire vs time to fill
Time to hire measures the days from a candidate's application to their acceptance. Time to fill measures the days from a job opening to that acceptance. How to calculate each and which to use.
Job board vs ATS
A job board lists jobs from many employers so candidates can find them. An ATS is one employer's system for the applications it receives. What each does, where they connect, and what ofper is.
Verified employer
A verified employer is a company that has proved it controls the domain its jobs are posted under. What ofper's Verified and Registered badges each mean, what is self-declared, and how a candidate should read them.
Talent pool
A talent pool is a set of candidates a company keeps in reach for future roles, not for a specific open job. How it differs from a hiring pipeline, and why ofper deliberately has no searchable pool.
Structured interview
A structured interview asks every candidate for a role the same questions in the same order and rates the answers against the same criteria. What that requires, why it predicts performance better, and what ofper supports.
Candidate experience
Candidate experience is how applicants perceive a company's hiring process from first contact to final answer. The moments that decide it, and which of them an applicant tracking system can actually improve.
Templates
Offer letters, rejection emails, scorecards and a tracking sheet — full text on the page.
Job offer letter
A plain job offer letter template you can copy, what every offer letter should contain, and the mistakes that make an offer unclear or unenforceable.
Candidate rejection email
Four rejection email templates for different stages, what to say and what to leave out, and why rejecting candidates promptly is worth the few minutes it takes.
Interview scorecard
A structured interview scorecard you can copy, how to choose criteria that predict performance, and why scoring independently before discussing matters more than the form itself.
Applicant tracking spreadsheet
A free applicant tracking spreadsheet layout you can copy into Excel or Google Sheets, plus an honest account of where spreadsheets break down as hiring grows.
Recruiting email templates
Five recruiting emails a small company sends most, written to be copied as they are: acknowledging an application, inviting to interview, reminding, following up after an interview, and making an offer. Full text on the page.
Job description templates by role
Job descriptions written for Indian companies, with CTC and notice-period framing and screening questions for each role.
Interview questions by role
Interview questions grouped by what each round should establish, each with what a strong answer contains.