Job Portal
Post the role, screen the applicants before you meet them, and keep track of who applied — a hiring platform aimed at the logistics workforce.
Always on · runs across the whole journey
The problem it solves
Hiring for floor roles is a volume problem dressed up as a judgement problem. A general job board sends a hundred applications from people who have never worked a warehouse shift, and someone has to read all of them. Filtering happens in a spreadsheet, or not at all.
Then the screening that would actually help — can this person do the job, will they fit the shift — happens last, in an interview, after the time has already been spent. Applications arrive by email, get forwarded, and the record of who applied for what lives in one recruiter's inbox.
What it does
The posting carries its own screening: requirements and assessments are attached when the job is created, so what arrives is already filtered.
- 01Write the posting. Company, job title, location, remote option, employment type, shift schedule, planned start date and compensation range — set once, with a preview before it publishes.
- 02Set the bar. Minimum education level and years of experience are attached to the posting as filters, so candidates below the bar do not become a reading task.
- 03Attach the tests. Assessment tests are assigned to the job itself, so screening happens at application rather than in the interview.
- 04Choose how applications arrive. Applications come through the portal or by email, with resume requirements and an application deadline set per posting.
- 05Track who applied. Applicants are monitored from the employer account, so the record of a hiring round belongs to the company rather than to whoever ran it.
- A candidate pool oriented to supply-chain and logistics roles rather than a general board.
- Assessment tests attachable directly to a posting, linking hiring to the assessment platform.
- Candidate filtering on education and experience before a human reads anything.
- Shift and schedule fields built for operational roles, not just office hours.
- Job preview before publishing, and deadline control after.
- Candidates carry their own test certificates, visible to the companies on the platform.
- A mobile app on the job-seeker side, which is how this workforce actually applies.
Who it's for
- Recruiters and HR teams hiring warehouse, delivery and other floor roles at volume.
- Operations managers who need a shift filled with someone who can do the work.
- Employers who want screening to happen before the interview rather than during it.
- Job seekers in supply chain looking for roles matched to their profile and certified skills.
If a posting produces a hundred applications and no way to sort them except reading, the screening is happening in the wrong place.
Works with
- Psychometric Assessment System
- Blue Collar Review
- Learning Management System
- Employee Lifecycle Management System
This is the front of the workforce chain: hire, then onboard, then train, then manage performance. It runs on the Saprootz / TapRootz workforce platform alongside the assessment, e-learning and review products, so a candidate's tests and certificates travel with their application.
A web platform with a mobile app for job seekers. Employers post, screen and track from their own account.
Talk to us about Job Portal.
No public pricing — every deployment is scoped to the operation. Tell us how you run, and we will show you where Job Portal fits.
For HR & Recruitment : +91 87083 98227 For Tech Queries : +91 8894454046