Everything we have shipped, most recent first.
Turn any candidate's CV into a clean, branded document ready to send to a client. Aptly rebuilds the CV in your agency template, with an option to hide employer names, an editable preview so you can adjust anything before it goes out, and export to PDF or DOCX. Set your accent colour once in organisation settings and every spec CV picks it up. Generating a candidate's spec CV uses one scan credit; regenerating it after edits is free.
Every application now carries a short reference, such as APT-2R6CD, generated automatically the moment a candidate enters a job. The reference appears on the candidate row, the expanded record, and every spec CV. Search it globally or within a job: when a client replies about a candidate by reference, paste the code into search and Aptly takes you straight to the right person.
You can now keep internal notes on a job and on an individual candidate. Each is a timestamped thread that records who wrote every note, so your team can build shared context in one place as a role progresses. You can edit or delete your own entries at any time. Notes stay inside your team: they never appear on the client share link, the candidate portal, or any document you export.
Aptly can now draft a client submission for you. Open a job, go to the new Submission tab, pick the candidates you want to put forward, and Aptly writes a short comparative write-up: an introduction that frames how the candidates differ, and for each one a headline, a few lines of advocacy grounded in their actual evidence, and an honest note on what is worth knowing. Every line is editable, so you can adjust the wording before it goes to the client.
When you are happy with it, export the submission as a PDF or a Word document. Both carry your own agency logo and name, with no Aptly branding on the document. The submission saves as you go, so you can come back later, reselect candidates, or regenerate the text whenever the shortlist changes.
You can now show your live job board directly on your own website. Open My Profile, go to the Company tab, and copy the snippet from the new Embed on your website card, then paste it into a page on your site. The board renders inline with your own branding and roles, and candidates can search, open a role, and apply without leaving your site, with their applications landing in your Applied stage as usual. The snippet sets a height you can adjust to suit your page.
Client records now carry an account number and an account currency, alongside the name, industry, website, and address you already keep. Set both on the client's detail page, and the currency uses the same list as placement fees so the two stay consistent. Existing clients keep working as before, with the new fields blank until you fill them in.
You can now schedule an interview with a candidate straight from their row. Choose a phone, in person, or online interview, set yourself or a client contact as the interviewer, and either offer a few start times for the candidate to pick from or share your own Calendly or Cal.com booking link. When a time is confirmed from the offered slots, everyone gets a calendar invite and a reminder. Scheduling an interview does not change the candidate's pipeline stage, so you stay in control of when they move to Interviewing.
You can now move candidates through your pipeline by dragging their card from one column to the next on the kanban board. Pick up a card, drop it on the stage you want, and the candidate moves there straight away. The ⋯ menu on each card still works exactly as before, so you can use whichever feels faster.
Dragging a candidate into Shortlisted, Interviewing, or Offered prepares the same draft email that moving them through the menu does, so the candidate still gets their personalised response. Dragging works on a touch screen too, with a short press to pick a card up so a scroll is never mistaken for a move.
Your jobs list can now be sorted. It opens grouped by status with open jobs at the top, and a new Sort control next to the filter tabs lets you reorder the list however suits the moment: by title, by number of candidates, by last updated, or by date created. Sorting works alongside the filter tabs and the search box, so you can narrow to open roles or search for a client first and the order you picked still holds on whatever is left.
A candidate's availability status, the one you set yourself on their profile, such as Placed, Not available, or Do not contact, now shows as a small pill next to their name on a job's applicants list, so you can see it before you contact or advance them. Separately, whenever a candidate has been placed on any job in your pipeline, a Placed chip now appears on the candidate list and on their profile. That chip is worked out automatically from a real placed application, not set by hand, so you do not pitch or progress someone who is already placed elsewhere.
You can now save email templates and reuse them anywhere you write to candidates. Build a template once in My Profile under Email templates, add merge fields like a candidate's first name, the job title, or the client name from a picker, and they fill in with the right values when you use the template. Templates can be private to you or shared with everyone in your organisation. Insert one when you write to a single candidate, when you move someone through a stage, or when you email several candidates at once, where each person gets their own copy with their own details filled in. You can edit the text before sending, the same as any other email in Aptly.
You can now load candidates into your database from a CSV, so a new account does not start empty and a switch from another system keeps your history. Download the template, fill in a row per candidate, and import a list at a time. Candidates are matched by email, so re-importing an updated file refreshes existing records rather than creating duplicates. Imported candidates are searchable straight away, and you record the lawful basis for holding them as part of the import. Find it on the Candidates page under Import candidates.
Aptly can now send a signed signal to your own systems when a candidate is scored, moves stage, or has a reference, video, or scorecard come in. The signal carries identifiers only, no candidate details, and your connector fetches the detail over the API. The organisation owner sets it up under Profile then Webhooks.
Every email a candidate receives is now recorded on their application. Open any candidate, go to the Activity tab, and you will see the emails that have gone out, when they were sent, and whether they were delivered or bounced. This covers the emails you write and send yourself as well as the automated ones, such as portal links, reference requests, and video introductions. For the emails you compose, the full message is kept, so you can open any of them and read back exactly what was sent. Automated emails are logged by type and status. This builds on the communication indicator added in May, turning it into a complete record of how each candidate has been contacted.
When an account is closed, it and all of its associated data are now permanently removed automatically after a short retention period, on a daily schedule. Active accounts are unaffected and keep working exactly as before. This completes the account-deletion lifecycle: closing an account deactivates it straight away, and the underlying records, files, and candidate data follow within the 30-day window with nothing left to clear by hand.
Every job now has a Stats view alongside List and Kanban. It gathers how the role is progressing into one place: how many candidates sit at each stage, how they convert from screened through to placed, how long the job has been open and how long it took to reach a first screen, shortlist, and interview, the spread of scores and verdicts across your applicants, and a count of the client views, comments, references, scorecards, and videos on the job. Conversion rates and time in stage build up as candidates move through your pipeline, so they appear once there is enough history to report rather than showing a thin number on a small pipeline.
You can now select several candidates in a job's list view and act on them together. Tick the candidates you want, or use the select-all control to take everyone currently shown, and a bar appears with the actions available. Email selected sends one message you write or paste to everyone you picked, with a clear count and a confirmation step before anything goes out, and anyone who has unsubscribed is skipped automatically. Reject selected moves everyone you picked to the rejected stage in one step and sends no email. Selection is opt-in, nothing is ever pre-selected, and it works alongside your filters and search so you can narrow the list first and act only on what you see.
You can now open a candidate's original CV document, not only the extracted text. A View CV button appears on the candidate profile, the pipeline card, and the candidate detail rail when a stored CV is available. Originals are stored privately in the EU, scoped to your organisation, and are removed when the candidate record is deleted.
You can now add questions to any role's public application form. Knockout questions are a required Yes or No: an applicant who gives the disqualifying answer is stopped before they finish applying, with a calm message and no application created, so clear mismatches never reach your pipeline and no scan is spent on them. Informative questions are free text, captured and shown to you alongside the candidate for extra context without blocking anyone. Knockout questions appear first, on their own step, so a disqualified applicant never has to upload a CV. Set them up from a job's actions menu or the Manage button next to Screening questions, and existing roles without questions keep working exactly as before.
The pages your candidates and clients see have a new look. The client shortlist link, the candidate status page, the interview scorecard, the public job board, your candidate emails, and the PDF report now share a calm, neutral design that steps back so your own logo and brand lead. Your logo sits at the top of these surfaces, and Aptly takes a quiet "Powered by" line in the footer rather than colouring the page. Nothing about how these surfaces work has changed, and your existing share links, job boards, and candidate portals all keep working exactly as before. This is the same white-label direction across every candidate- and client-facing surface, so whichever page someone lands on, they see your agency first.
You can now ask a candidate to record a short video introduction. Request one from any candidate who has been screened or later, and they receive a private link to record answers to a few short questions, generated from the job's interview guide and editable by you. It is a one-way introduction the candidate records on their own before any live interview, not an AI interview, so you get a feel for the person before you spend an interview slot. The candidate reviews each answer and can re-record before submitting, then you watch the answers back in the candidate's Video tab and keep private notes on what you see. It works on both phone and computer, and recorded videos are deleted automatically 30 days after recording while your notes are kept.
Jobs now capture location, work mode, employment type, hours, and salary alongside the spec. These show up on the recruiter app, the PDF report, the client share link, and the public job board. On candidate-facing surfaces, the new fields appear in a clean right-rail card next to the role description, and the listing page now has a search bar plus filters for work mode, employment type, and hours so candidates can narrow the list to roles that match what they are looking for. Existing jobs without these fields keep rendering the same as before.
Client share links now support an access list. Add the specific emails or whole company domains that should be able to view a shortlist, and viewers receive a one-time magic link by email to verify before they can see candidate data. Existing share links continue to work as before; the gate activates per-link the moment you add your first viewer. The Share modal also shows a Recent access log of who has verified and when. New share modals now carry a clear private-link warning and an acknowledgement step before generating the link.
Sign up now collects first name, last name, and company name as separate fields, and your job board slug is generated automatically from your company name. Anyone arriving in Aptly without a complete profile (most commonly through Google sign-in) sees a short prompt to fill in the missing details before continuing. If your organisation's account has been disabled, the app now shows a clear message explaining what's happened and how to get in touch with us, rather than failing silently.
Every scored candidate now shows a confidence level (low, medium, or high) alongside the verdict. Confidence is independent of the verdict, so a Strong shortlist can carry low confidence and a Do not progress can carry high confidence. When confidence is low, the candidate gets a small pill on the list and kanban views and a one-line explanation in the expand panel, the PDF, and the client share link. The reason names the cause: AI signals in the CV, a score near a verdict boundary, or limited evidence to go on. Medium and high are shown without a caveat in the deeper views and stay quiet on the scannable views. Use confidence to decide which scores deserve a closer second look.
Every scored candidate now gets a one-sentence summary that sits under the verdict, explaining the call in 20 words or less. Strong shortlist summaries lead with the strongest signal. Borderline summaries name the tension between what works and what does not. Do-not-progress summaries lead with the primary disqualifier. The summary appears in the candidate expand panel, the kanban modal, the PDF report, and the client share link. New screenings get it automatically; older screenings stay as they were.
Re-screening a candidate who has already progressed (shortlisted, interviewing, offered, placed, or rejected) now refreshes their score, verdict, and evidence without sending them back to the screened stage. Previously, re-screen would reset the stage on every click.
The "Why they stand out" and "Gaps to probe" labels now read the same across the recruiter app, the PDF report, and the client share link. Previously some surfaces said "Why this score" or "Gaps to probe in interview", which made the same content look slightly different depending on where you saw it.
The old eight tags for "what this client values" have been replaced with four sliders: Technical match, Industry experience, Seniority, and Culture and soft skills. Each slider has three settings (Less, Normal, More) so you can down-weight an axis as well as up-weight it. Default is Normal across the board, which behaves exactly like the scorer did before. Existing jobs with tags set have been migrated automatically and re-screen warnings will appear on previously-scored candidates.
You can now edit the job specification, client context, client priorities, and title on any open job. When you change a scoring input on a job with already-scored candidates, those candidates show a "Scored before update" chip next to their score and a re-screen button appears so you can refresh their scoring against the current spec. Each re-screen uses 1 scan.
Your candidate privacy notice now has three options in Profile: link to your own URL, paste your text directly, or use a hand-written Aptly fallback that explains what candidates can expect. Every applicant now sees and consents to a privacy notice before submitting. You can also share a single role directly: open any public job, click "Share job board link", and copy the per-role URL. Pasted to LinkedIn, the preview card shows the role title, your agency name, and your logo. The public board itself has been cleaned up too: each role is now a single clickable card with one clear destination, replacing the older expanding inline layout.
A bell icon in the top nav now tracks the things that need your attention: new applications via your job board, client comments on shared shortlists, external interviewer scorecards arriving, references coming in, team invites accepted, and a heads-up when you've used 80% of your monthly scans. Click the bell to see the recent ones, click any item to jump to the right place, or mark them all read in one go.
We've added the infrastructure to send occasional product updates and newsletters from Aptly directly. You'll receive a small number of these per quarter at most, and every one has a clear unsubscribe link. You can also turn them off from your Profile under Email preferences.
Request structured references in two clicks. The candidate fills in their referees through a hosted form, or you add referees yourself. Referees respond on a clean form with default questions plus any you add. You get a downloadable PDF with every response and an aggregated summary, and the candidate gets an email when their references arrive.
The home screen now shows a personalised greeting, your monthly scan stats, quick-action tiles, a "needs attention" card for candidates and references waiting on you, and your open jobs grouped by pipeline stage. Less scrolling, more signal.
A chat panel in the app that answers questions about how Aptly works. Grounded in the help docs, so the answers stay accurate to the product as it actually exists today. 50 questions per user per day.
New plan limits and prices across Starter, Pro, and Agency, with more generous scan allowances on every tier. Existing customers keep their current pricing.
Password strength enforcement on signup and reset, show/hide toggles on every password field, and a new in-app change-password flow. Sessions now time out after 60 minutes of inactivity with a warning before logout.
For developers integrating the Intelligence API: a ready-to-use Postman collection and .http file hosted at /integrations, linked from the API docs.
Per-organisation quota enforcement on the Intelligence API with a clean 429 response when you hit your limit, monthly usage archived for billing, an admin view with traffic-light usage indicators, and a customer-facing usage card on Profile > API Keys.
A new page at aptly.pro/security covering data handling, encryption, retention, and access controls. Linked from the API marketing page, the API docs, the footer, and the legal pages.
Structured 1 to 5 competency scoring with a recommendation and aggregated summary across all interviewers on a candidate. Hiring managers and clients can score through a tokenised link without an Aptly account, with pending invites you can resend or revoke.
The candidate view now has a 5-tab layout, a right rail with key signals, a communication chip showing email status, and a full timeline of every stage movement.
When you invite someone who already has a solo Aptly account, accepting the invite cleanly merges their account into your organisation. Includes a confirmation modal explaining what merges and what gets cancelled on their old plan.
A 60-second autoplay loop showing the core flow, plus a 2-minute walkthrough in a modal. Aptly without the sales call.
The Intelligence API is now gated per organisation behind an admin-controlled flag, with a per-org monthly CV counter visible to both customers and admins.
A new about.html page covering the founder story and the company. The homepage has been restructured around the two pillars: shortlist and candidate communication.
VAT and Tax ID, business name, and billing address are now collected at Checkout, so the invoice is correct from the first charge.
A cookie consent banner on both the marketing site and the app, with analytics that only initialise after consent. Compliant with POPIA and GDPR.
A toggle on jobs, candidates, and clients to filter down to items you own. Org owners now see a banner when seat count exceeds their plan limit.
A developer-facing product to integrate Aptly's CV scoring into your existing ATS or HR system. Async screening endpoint, key management, technical docs, and a customer-facing API Keys tab on Profile.
Search your candidate database by meaning, not just keywords. Powered by pgvector cosine similarity over CV embeddings, with a keyword fallback for new accounts with fewer embedded candidates.
A "Your impact" card on the home dashboard showing your scan volume and time saved, backed by a new endpoint that tracks first-screened date per recruiter.
Subscriptions and scan top-ups are now live through Stripe.
Share a candidate shortlist with the hiring manager through a token-gated link. They can leave comments on candidates that notify you in-app, with a comment-count badge surfacing the conversation.
Reset your password by email without going through support.
A questionnaire that turns your role notes into a complete job spec, flagging requirements that might be unrealistic for the market.
Sign in with Google, in addition to email and password.
aptly.pro went live as the public marketing site.
The first version: paste a job spec, drop in CVs, get a ranked and reasoned shortlist with candidate emails ready to send.