9 HR and Legal tools in one place
Recruitment software, from job ad to first day
From the job ad to the employment contract in one program: candidates apply on your careers page, you take them through the selection stages, and the one you choose becomes an employee in one click — with the data already filled in.
- 14 days free, no card
- Priced per active employee
- Data encrypted, access by role
Why recruitment belongs in the HR system
Recruitment is everything that happens before the first working day: the ad, the applications, the selection, the interviews and an answer for every candidate. Run it in a separate tool, or in an inbox and a spreadsheet, and it all ends up retyped into the HR records. In Jurist Biro recruitment is part of the same HR system: the CV, scorecards and interviews stay with the candidate, and when you choose one, the employee file, the employment contract and the mobile app invitation are made from data you already have.
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Recruitment and selection
Job ads and a careers page, candidates by selection stage, scorecards and interviews. The chosen candidate becomes an employee in one click, without retyping.
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Employee records
A complete personnel file: personal and employment data, job position, organizational unit, employment history and all of the employee's documents in one place.
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Automatic document generation
Employment contracts, amendments, time-off decisions and other documents are generated from templates you edit yourself. Employee data fills in automatically and every generated document stays attached to the employee.
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Tasks, surveys and evaluations
Assign tasks, run internal surveys and manage employee evaluation cycles, without extra tools and spreadsheets.
Who it is for
- HR and legal departments keeping records for dozens or hundreds of employees.
- Small and mid-sized companies with no dedicated HR department, where one person handles it alongside other duties.
- Accounting and consulting agencies that maintain HR records on behalf of several employers.
Your data stays yours
Employee records are personal data. Jurist Biro stores them encrypted, and access is granted by role, so each user only sees what they need in order to do their work.
Jurist Soft DOO Niš · Privacy policy
Recruitment in Jurist Biro
What one hiring round looks like in the program: from the ad and the applications to the employment contract, and what happens to candidates' data.
From the job ad to the first working day
An opening is made from a job position you already have: the title, description and requirements are copied over, and you add the salary, the deadline and what the application form asks for. Once published, the opening gets its own page on your careers page and a link to put on job boards.
Applications arrive in the opening's first stage, with the CV attached to the candidate. You move candidates through the stages — screening, interview, offer — by dragging them, or in bulk from the list. When you decide, the employee is created from the application: the employee file is filled in, the employment contract is generated from a template, and the new employee gets an invitation to the mobile app.
Careers page and job boards
Every employer has a public page with its open positions, where candidates apply without an account or a password. You can embed it on your own website with a single line of code; the list of positions then takes on your site's look. Each opening page is marked up so Google can show it in job search.
You keep publishing on job boards and LinkedIn as before, but with a link that carries the board's tag. The report then shows where candidates came from, how many reached an interview and how many were hired — in other words, which board is worth paying for.
An answer for every candidate, without writing it by hand
The candidate gets a confirmation straight away. A stage can have its own automatic email, an interview invitation say, which cancels itself if you move or reject the candidate in the meantime. Rejecting takes a reason, and the rejection email goes out the next day rather than the same minute, so it does not read as if a robot decided. When you close an opening, everyone still waiting gets an answer.
The manager chooses, HR runs the process
A manager who needs a new colleague does not have to see the HR records to take part: add them to the opening's team and they see that opening only. Team members score candidates against the same criteria and do not see each other's scores until they submit their own. Interviews are scheduled from the app; the candidate confirms the time through a link, and the interview appears in the interviewers' calendars.
The law and candidates' data
When an ad is saved, the app warns about wording that equality bodies treat as discriminatory — age, sex, looks, family status. The application form never asks for a photo or a date of birth.
On applying, the candidate sees the processing notice and gives consent; being kept in the talent pool is a separate, optional consent. After the selection ends, data is kept for as many months as you set and is then anonymised on its own, while the reports keep their numbers. Through their own link the candidate sees their applications, withdraws them or asks for erasure. For employers in Slovenia the app enforces the minimum application period of the Employment Relationships Act (ZDR-1).
Frequently asked questions about recruitment
What is recruitment software (an ATS)?
A program that runs the whole candidate selection: the ad is published, applications arrive in one place instead of an inbox, candidates move through stages (screening, interview, offer), the team scores them against the same criteria, and every candidate gets an answer. In Jurist Biro it is part of the same HR program that keeps the employee records, so the chosen candidate becomes an employee without retyping.
Where do candidates come from — can I still advertise on job boards?
Every employer gets its own careers page with the open positions, which you can also embed on your own website. You publish on job boards and LinkedIn as before, but with an application link that carries the board's tag, so the report shows which board brings candidates. Candidates who send a CV by email are added by hand, or several CVs are uploaded at once.
How is candidates' personal data handled?
On applying, the candidate sees the processing notice and gives consent; agreeing to be kept in the talent pool is a separate, optional tick box. Data is kept for as many months after the selection ends as you set (6 by default) and is then anonymised on its own. Every candidate gets a personal link to see their applications, withdraw them or ask for erasure, without writing to you.
What happens when I choose a candidate?
The new-employee form opens from the application, already filled in with the name, contact details, job position, work location and employment type from the ad. After saving, the app offers the next steps: the employment contract from a template, the mobile app invitation, equipment assignment and first-day tasks. The other candidates get their answer when you close the opening.
How much does recruitment cost?
Recruitment is included in every package, with a limited number of active job openings: Start 1, Team 2, Enterprise 5, and a custom package 1. An active opening is a published one; drafts, paused and closed openings do not count. For more openings there is a monthly add-on that does not depend on the number of employees: up to 10 active openings €25, unlimited €59. The number of candidates is not charged.
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