Departments, hiring managers without extra seats, branded careers portal. For TA teams hiring volume in LATAM without spreadsheets.
An internal TA team has a unique problem that agencies don't: their clients are internal. And internal clients — the area managers who need to hire — are the worst clients in the world to manage: they have no time, they don't understand the recruitment process and they always think it's taking longer than it should.
The result: the TA team spends a disproportionate amount of time managing expectations instead of recruiting. "How are we doing?" meetings that could be a notification. Emails explaining what stage each candidate is at. PowerPoint presentations with metrics nobody reads after the meeting.
The solution is not hiring more recruiting coordinators. It's building structural visibility — the hiring manager sees what they need to know, when they need it, without the recruiter having to interrupt their work to provide it.
With Klyver — from month one
Granular access by department. Recruiters see only their requisitions. Leaders have full visibility.
Department heads see candidates for their positions, give feedback and approve profiles — without a full seat.
Custom URL careers page. Candidates apply directly and enter the pipeline automatically. SEO-optimized.
Headcount forecast by department. Share the annual plan with your CHRO without PowerPoint.
Salary and demand benchmarks by role and city. Updated in real time with live market data.
CV parser, JD generator, automatic screening. Reduce application review time from hours to minutes.
5 seats · 100 AI CVs/mo
15 seats · 400 AI CVs/mo
Corporate TA teams in LATAM face a layer of complexity that US-centric ATS platforms don't account for: multi-currency payroll (MXN, COP, ARS, PEN, BRL on the same platform), Spanish-language job postings that need local keyword optimization to compete on job boards, and hiring manager behavior that tends to be more informal and harder to structure into a digital workflow.
The HM view in Klyver was built specifically for this reality. A hiring manager in Monterrey who received a calendar invite to "review candidates on the ATS" will not log into a new tool. But they will click a link in an email that shows them exactly the 3 candidates for their open position, lets them rate each one with one click, and takes them back to their inbox. That's what the portal delivers — not a full ATS experience, just the action they need to take.
The Talent Planning module was added after repeated conversations with TA directors who were managing headcount requests through email and Excel. When leadership changes priorities mid-year, having the headcount plan in a shared system means the TA team isn't the last to know. The plan updates and everyone with access sees it.