One Platform. Every Step Before the Hire.

The Agentic Suite is where Gia does the pre-hire work — sourcing candidates, calling applicants, running assessments, and delivering shortlists. It all happens without the recruiter needing to trigger each step. The Hiring Suite is where the recruiter takes over — tracking the pipeline, reviewing candidates, scheduling interviews, and managing offers. Together they cover the full workflow from role open to offer accepted.

You can start with the capabilities that address your most pressing pain and expand from there. Most teams start with GIA Assessment and the Hiring Suite — the combination that eliminates the screening call pile and provides the ATS in one step. Smart Sourcing, Talent Pool, and GIA Loops are typically added in subsequent weeks as the team gets comfortable with Gia's output.

Assessment calls, sourcing searches, outreach sequences, and job broadcasts all consume credits. Pipeline tracking, analytics, GIA Loops, the career page builder, and team collaboration are included in every plan at no credit cost.

Yes. Role-based access controls determine what each team member sees. A hiring manager sees only the candidates assigned to their roles. A recruiter sees their full pipeline. A Head of TA sees all roles across the team. An administrator configures workflows and integrations.

No structured training is required. Most users are productive within one session. The platform is designed for recruiters, not for IT teams — there are no configuration scripts, no data migration projects, and no technical onboarding required. Customer success provides guided setup for GIA Loops and integrations.

You configure the criteria once per role type — the skills that matter, the experience range, the compensation band, and any specific requirements. Gia applies those criteria consistently to every candidate. As you review shortlists and advance or decline candidates, Gia learns which signals matter most for that role type.

The Agentic Suite is where Gia does the pre-hire work — sourcing candidates, calling applicants, running assessments, and delivering shortlists. It all happens without the recruiter needing to trigger each step. The Hiring Suite is where the recruiter takes over — tracking the pipeline, reviewing candidates, scheduling interviews, and managing offers. Together they cover the full workflow from role open to offer accepted.

You can start with the capabilities that address your most pressing pain and expand from there. Most teams start with GIA Assessment and the Hiring Suite — the combination that eliminates the screening call pile and provides the ATS in one step. Smart Sourcing, Talent Pool, and GIA Loops are typically added in subsequent weeks as the team gets comfortable with Gia's output.

Assessment calls, sourcing searches, outreach sequences, and job broadcasts all consume credits. Pipeline tracking, analytics, GIA Loops, the career page builder, and team collaboration are included in every plan at no credit cost.

Yes. Role-based access controls determine what each team member sees. A hiring manager sees only the candidates assigned to their roles. A recruiter sees their full pipeline. A Head of TA sees all roles across the team. An administrator configures workflows and integrations.

No structured training is required. Most users are productive within one session. The platform is designed for recruiters, not for IT teams — there are no configuration scripts, no data migration projects, and no technical onboarding required. Customer success provides guided setup for GIA Loops and integrations.

You configure the criteria once per role type — the skills that matter, the experience range, the compensation band, and any specific requirements. Gia applies those criteria consistently to every candidate. As you review shortlists and advance or decline candidates, Gia learns which signals matter most for that role type.

The Agentic Suite is where Gia does the pre-hire work - sourcing candidates, calling applicants, running assessments, and delivering shortlists. The Hiring Suite is where the recruiter takes over - tracking the pipeline, reviewing candidates, scheduling interviews, and managing offers. Together they cover the full workflow from role open to offer accepted.

You can start with the capabilities that address your most pressing pain. Most teams start with GIA Assessment and the Hiring Suite. Smart Sourcing, Talent Pool, and GIA Loops are typically added in subsequent weeks.

It can - or it can work alongside it. Gigin integrates with Greenhouse, Lever, Bullhorn, Workday, and JobDiva. If you have a significant existing ATS investment, Gia's sourcing and assessment layer adds on top. If you're running on spreadsheets or an ATS you've outgrown, Gigin's native ATS replaces the stack entirely.

One day for the first role type. Most teams complete their first role configuration in 30 minutes and have their first Gia-generated shortlist by the end of the day.

Assessment calls, sourcing searches, outreach sequences, and job broadcasts consume credits. Pipeline tracking, analytics, GIA Loops, the career page builder, and team collaboration are included in every plan.

Yes. Role-based access controls determine what each team member sees - hiring manager, recruiter, Head of TA, and administrator each have their own view.

No. Most users are productive within one session. No configuration scripts, no data migration, no technical onboarding required.

You configure the criteria once per role type - skills, experience range, compensation band, specific requirements. Gia applies those criteria consistently to every candidate and learns from your shortlist reviews over time.