Most hiring tools chase volume. Astris HR focuses on the one thing that still matters six months later: whether the person you hired is still there.
Astris HR looks past job titles to the real skills behind them, so it can spot people a keyword search would skip. An Agricultural Supervisor from Kandahar rises to the top for a Warehouse Lead role because leading a team, setting schedules, and managing inventory are the same work under a different name.
Every match comes with a retention estimate — how likely the candidate is to still be on the job at 30, 90, 180, and 365 days. Astris HR sharpens this over time by watching how real hires play out. You always see the score and the reasons behind it.
On day 1, 7, 30, 60, 90, 180, and 365 we text the new hire in their own language, and bring in a real person if they need help with transportation, childcare, language, or anything else. Making the hire is the start. Keeping the job is the goal.
Information flows both ways. Caseworkers see what employers report. Employers see what caseworkers know. Astris HR keeps everyone working from the same, up-to-date picture.
Caseworkers add candidates by uploading resumes one at a time or in bulk — or by answering a few questions when someone has no resume yet. Astris HR reads each resume in the language it was written in and keeps foreign credentials intact.
The candidate gets an email in their own language with a link. They review what Astris HR put together about them and approve it. Only profiles they've confirmed go to employers — no surprises, no misrepresentation.
Astris HR ranks candidates for each job and explains every match in plain language — showing where the gaps are and which related skills bridge them.
Move candidates through a simple nine-stage pipeline. After a hire, Astris HR sends follow-ups in the candidate's language — on day 1, 7, 30, 60, 90, 180, and 365 — and learns from how each one goes.
Making the hire is the easy part. Astris HR tracks who stays and who leaves over time — so success is measured by the people who stick with the job, not just the ones who sign on.
Astris HR reads resumes in the languages people actually wrote them in — not just English. It keeps foreign credentials intact and sends messages in each person's own language. When someone flags a translation as off, it gets corrected.
Arabic, Dari, Pashto, Swahili, Ukrainian, and 30+ more.
Plenty of tools can match a resume to a role. Astris HR does that andhandles the messy, multilingual, many-people reality — caseworkers, candidates, and employers all in the loop — that decides whether a hire actually lasts.
Caseworkers, candidates, and employers can rate how well Astris HR read each document. When someone marks a result as wrong and notes the fix, Astris HR takes another pass with that correction in mind. It keeps improving through everyday use.
Astris HR looks at public ratings from sites like Glassdoor and Indeed, along with how long past hires have stayed, to gauge each employer. Companies with a stronger record get a small boost — because candidates do better with employers who keep their people.
A 30-minute call using a sample group of candidates from your organization or company. We'll walk you through the profiles we build, the match scores, the reasoning behind them, and who's likely to stay — using your real people.
