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For recruiters, agencies, and in-house teams

Great companiesdon't ghostcandidates.

Reach 90%+ candidate closure. Kēhua helps hiring teams see where candidates are left waiting, and how better communication can improve your reputation.

Join the beta

312

Employers in beta

73%

Market silence to outperform

4,200+

Verified check-ins

The destination is a closure score candidates can trust.

Kēhua shows the path to 90%+ candidate closure: which roles are current, which conversations need attention, and how each update moves your reputation from assumed to proven.

90%+

candidate closure target

Give candidates a current status or final outcome often enough that trust becomes measurable.

48hrs

response rhythm

Keep candidates oriented with timely updates before uncertainty becomes the story.

3×

stronger hiring signal

Better follow-through builds trust. Candidates who feel respected apply again and refer others.

Core features. How it works.

Built for the way hiring actually runs.

Pipeline visibility

See every candidate. At every stage.

A live triage view of your open roles, grouped by urgency. Healthy, due soon, overdue, without opening a single ATS report.

Connects directly to JobAdder. State is always current. No manual import, no spreadsheet.

Pipeline overview
Per-role SLA timing

SLA tracking

Know who's waiting before they give up.

Every candidate tracked against your response SLAs. Automatic flagging when someone's been waiting too long, by stage, by recruiter, by role.

Configurable SLA windows. Colour-coded urgency. One view that tells you exactly where to act first.

Bottleneck detection

See where the process needs momentum.

Stage-level analytics that show where delays cluster, which handoffs are slow, and whether the hold-up is a recruiter issue or a process issue.

Separates hiring manager delays from recruiter gaps. Gives you evidence before the conversation.

Pattern analysis
Closure rate trends

Closure rate

Close every loop. Not just the wins.

Track which candidates received a final outcome, not just the ones you hired. The ones you didn't notify are the ones who talk about you.

Closure rate is one of the primary inputs to your Kēhua score. Raise it above 90% and the rest of your candidate experience has a stronger foundation.

Team management. Internal only.

See who's driving the score, and why.

Kēhua's internal view is private by default. No external pressure, just the data your team needs to improve together.

Individual performance scores

Each recruiter's score updated daily, response time, closure rate, SLA compliance. Visible internally, private externally.

Org score impact

See exactly how each team member is moving the team total, in points. Makes the stakes concrete without being punitive.

Context-aware reporting

Distinguishes hiring manager delays from recruiter gaps. If post-interview is slow because of a hiring manager, it says so.

What-if modelling

Shows the score improvement available from specific closure gains. “If this recruiter reaches 90% closure, your org score moves into the top tier.”

Reputation. Earn it publicly.

Better process. Better rank. Better talent.

Org score

Your score is visible to candidates searching roles. Earned through consistent communication, not spend or scale. Candidates use it to decide where to apply.

Recruiter badge

Claimable once you hit 60+. Three tiers based on your score. Shareable on LinkedIn, in email signatures, on your agency profile. Quarterly refresh keeps it honest.

Public leaderboard

Ranked by candidate experience, not company size or ad spend. The organisations at the top earned it by closing the loop. The rank follows the behaviour.

Illustrative stories. How the beta will feel.

They could finally see it.

Beta places are limited. Connect your hiring process and start seeing who is waiting from day one.

Join the beta

Public. Updated daily.

Better communication earns a better rank.

View full rankings →
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Employer
Score
Trend
1

Air New Zealand

Aviation · 847 check-ins

94
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2

Xero

Technology · 612 check-ins

89
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Questions. Answered.

What hiring teams ask first.

How is our Kēhua score calculated?
It's built from candidate experience signals: initial response rate, response rhythm against your SLAs, and closure rate — the share of candidates who get a final outcome, not just the hires. Closure rate above 90% is the biggest lever. The full breakdown is on our methodology page.
Does connecting JobAdder expose our private hiring data?
No. Kēhua reads pipeline state to track timing and closure — it never publishes candidate names, salaries, or internal notes. Your team view (individual recruiter scores, org-impact, what-if modelling) is private by default. Only your aggregate org score is public.
Where does the candidate data come from, and is it anonymous?
Candidates log their own applications and outcomes. Their identities are never attached to what's shown publicly — your score reflects aggregated, anonymised experience across many candidates, which is why it's hard to game with one-off reviews.
Our industry is slow by nature. Won't that unfairly hurt us?
Scoring rewards communication and closure, not speed of hiring. Bottleneck detection even separates hiring-manager delays from recruiter gaps, so a genuinely long process that keeps candidates informed still scores well.
What does the employer beta include?
Pipeline visibility, per-role SLA tracking, bottleneck detection, closure-rate trends, and team management — connected directly to JobAdder. It's a paid programme with limited places; apply and we'll walk you through pricing and onboarding.
How does the recruiter badge work?
It's claimable once you hit 60+, with three tiers based on your score. Shareable on LinkedIn, in email signatures, and on your agency profile. It refreshes quarterly so it always reflects current behaviour.
Can we dispute or correct our data?
Yes. Because the score is data-driven and anonymised, corrections happen at the methodology level — reach out and we'll walk through exactly how your number is derived.

Employer beta. Limited places.

Reach 90%+ closure.
Earn candidate trust.

The organisations already in the beta are moving toward a clear standard: candidates know where they stand, teams know what to do next, and closure becomes a visible advantage.

Join the beta