Posting to the boards your sector reads
One job pushed to LinkedIn, Indeed, sector-specific boards, and your own careers page. Templates per practice so the ad reads correctly for consulting, law, accounting, or agency hiring.
An ATS for consulting, law, accounting, and agencies.
Specialty-aware screening, partner-friendly scheduling, and pipelines built for episodic hiring. For European firms hiring associates, advisors, and creatives.
Trusted by over 60,000 companies worldwide
HOW JOIN HELPS
Source, score, schedule in one tool.
Specialty-aware AI ranking
AI scores every applicant against the real brief: M&A vs. employment counsel, paid vs. creative, audit vs. tax. The reasoning shows on every score, auditable and logged under the EU AI Act.
Partner-panel scheduling in one link
Send a scheduling link that finds the slot across three partner calendars and the candidate's. Candidate picks a slot, every partner gets the calendar invite. No three-way email thread.
SAFE TO GO
GDPR and ISO 27001
compliant.
GDPR compliant
EU data residency, candidate consent controls, and automated retention rules — built into the product, not bolted on. Required by law; covered from day one.
ISO 27001:2022
Annual third-party audit of our security controls. Penetration-tested infrastructure, encrypted at rest and in transit. Your candidate data meets enterprise security standards.
Real impact on your pipeline.Up to 3x faster time-to-hire.
-90 %
Cost per hire
Discover how Swiss Startup Association built its entire team through one hiring tool, cutting cost per hire by 90%.
Read story 7x
Faster time to first application
MARTENS & PRAHL ditched email-based hiring across 90+ offices with JOIN, cutting job publishing time from a week to just 5 minutes.
Read story +333 %
Team growth within 4 months
Bling scales quickly and efficiently with JOIN, offering candidates a seamless experience that helps them double their team size fast.
Read storyDon't just take our word for it.
"I wrote to the JOIN founder on LinkedIn just to tell him what an amazing platform this is. I've already recommended it to ten others."
THE PROBLEM
Episodic hiring, partner bottlenecks, part-time HR.
The pipeline runs cold for months, then wakes up in a week. Partners are the gatekeepers. HR is half a role.
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Episodic volume
Win a mandate, hire five associates. Lose one, hire none. A pipeline idle for six months has to wake up in a week.
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Specialty over generalist
M&A counsel is not employment counsel. Brand strategy is not performance marketing. Generic CV screening misses the difference.
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Partner panels are the bottleneck
Three partners need to interview every senior candidate. Coordinating their calendars is half the work.
TUNED PER PRACTICE
One product, every practice.
Templates, scorecards, and screening adapt to the practice. Same Join account.
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Consulting firms
Case-interview scorecards, partner-led panels, structured grading for analyst and associate tracks.
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Law and accounting practices
Credential filters for bar status, ACA, ACCA, and equivalents. Specialty tagging by practice area. Conflict-check flags and busy-season-aware scheduling.
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Marketing and creative agencies
Portfolio links surfaced on the candidate profile, brief-fit scoring against real campaigns, separate tracks for freelancers and employees.
BUILT FOR PROFESSIONAL FIRMS
Tools the practice manager keeps using.
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Structured scorecards
Standardised rating cards per practice. Capture evidence on every interview. Compare candidates on the same criteria.
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Roles and permissions
Scope access by practice, office, or seniority. Partners see their pipeline. The office manager sees everything. Salaries stay hidden by default.
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Talent pools
The associate you couldn't hire last quarter stays warm. Tag, segment, re-engage when the next mandate lands.
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Candidate communication
Email and SMS from one inbox. Templates per practice, scheduled sends, no message drafted twice.
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Recruiting analytics
Time-to-hire by practice, source-of-hire by partner, board ROI by mandate. Numbers ready for the next budget conversation.
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EU AI Act compliance
Every AI-assisted screening decision is explainable and logged. The risk register your General Counsel already asked about.
QUESTIONS WE GET
Questions professional firms ask before signing up.
Can templates differ by practice?
Yes. Templates for job ads, scorecards, and email sequences are scoped per practice. M&A counsel and brand strategy don't share a scorecard; consulting and audit don't share a brief.
How does partner-panel scheduling work?
One scheduling link finds a slot across three partner calendars and the candidate's. The candidate picks a time, every partner gets the calendar invite automatically. No three-way email thread.
Can the office manager hide salary information from associates?
Yes. Permissions scope what each role sees. Salary fields, partner notes, and conflict flags hide based on practice, office, or seniority.
Does Join integrate with HRIS, payroll, or BI?
Native Zapier and Make apps cover most stacks. A public REST API with personal access tokens, plus webhooks shipping soon, handle direct integrations. Hired-candidate data lands in downstream systems without manual rekeying.
How does pricing work for firms with episodic hiring volume?
Pricing is month-to-month. Scale up to Advanced during active mandates, drop back to Standard between rounds, or pause the plan. No annual contract, no seat penalty for a dry spell.
Can AI ranking be audited by the General Counsel?
Yes. Every AI-assisted screening decision is explainable, logged, and exportable. The audit trail and EU AI Act high-risk-system controls are included on every plan.
