Hiring usually looks manageable right up until you're running three or four open roles at once, and nobody on the team can answer "where did that candidate go?" without digging back through email.
Meagle 360 gives every open role a single pipeline the whole hiring team can see, and connects an accepted offer directly into onboarding — so a new hire's employee record exists before their first day, not sometime after someone gets around to entering it.
Post an opening once and track every applicant through a clear pipeline — applied, screening, interview, offer — so anyone on the hiring team can see exactly where a candidate stands without having to ask.
Every candidate's resume, contact details, and notes from the team stay attached to their profile in one place, instead of scattered across inboxes and forwarded email threads.
Schedule interviews and collect structured feedback from each interviewer in the same record, so a hiring decision doesn't depend on someone recalling a verbal conversation from two weeks earlier.
Generate and send offer letters directly from a candidate's record, with status tracking for sent, accepted, and declined offers, instead of hunting down the latest version in an email chain.
Once an offer is accepted, the candidate's details flow directly into onboarding — nobody has to re-enter the same name, contact details, and documents a second time.
Set up a standard onboarding checklist — documents, equipment, account access, induction — so a new hire's first week runs the same way every time, regardless of who happens to be managing it that week.
See how many candidates are at each stage, per open role, without sending a message asking a recruiter or hiring manager for a manual update.
Most growing companies don't have a dedicated recruiter running a full applicant-tracking system — hiring is something a founder, an HR generalist, or a hiring manager handles alongside their actual job. Meagle 360's hiring module is built for exactly that: enough structure to keep a pipeline organized, without the complexity of an enterprise ATS nobody has time to configure.
It's also built for the handoff that usually breaks somewhere in the process: the moment between "candidate accepted the offer" and "employee shows up ready to work." Instead of that information living in one recruiter's inbox, it flows directly into the same employee record system that already handles attendance, payroll, and documents.
For a hiring manager, that means checking where a specific candidate stands without pinging HR for an update. For HR, it means not re-typing the same candidate's details three separate times across a spreadsheet, an offer letter template, and an onboarding form.
And when hiring picks up — three open roles instead of one — the same system holds up, because the pipeline's structure doesn't depend on any single person's personal system for tracking who's where.
Setting this up doesn't mean a multi week implementation project. Most teams are fully onboarded onto Meagle 360 including this module within 3 to 5 business days, with our team handling data migration and configuration rather than leaving you to figure it out from documentation alone.
You can also start with a 14 day free trial and full access before committing to anything, with no credit card required to begin. If you'd rather see it running on your own data first, a 15 minute demo is the fastest way to find out whether it actually fits how your team works.
Hiring Management Software That Takes You From Job Post to Day One isn't a paid add on bolted onto a cheaper base plan it's one of the modules included the moment you sign up, alongside everything else on Meagle 360.
Hiring Management Software That Takes You From Job Post to Day One is included in Meagle 360's single plan a flat ₹149 per user, per month, with every module included. No setup fee, no minimum seats.
See full pricing →A look at how hiring and onboarding on Meagle 360 compares to Keka and greytHR on pricing, and on whether a hire actually flows into onboarding without manual re-entry.
| Capability | Meagle 360 | Keka | greytHR |
|---|---|---|---|
| Starting price | ₹149/user/month, flat | ₹9,999/mo base (≈₹100/user/mo at 100 seats) | ₹2,495/mo base (≈₹50/user/mo at 50 seats) |
| Candidate pipeline tracking | Included | Included | Included (via greytHR Recruit, separate module) |
| Offer letter generation | Included | Included | Included |
| Hire-to-onboarding handoff | Automatic, same platform | Included, same platform | Data transfer between modules, not always automatic |
| Onboarding checklists | Included | Included | Included |
| Minimum seats | None | Base fee bundles up to 100 employees | Base fee bundles up to 50 employees |
Keka and greytHR figures are drawn from each vendor's own product/help center pages and public pricing breakdowns as of August 2026 verify current details on keka.com and greythr.com before publishing, since SaaS pricing and feature sets change.
Yes. Once an offer is marked accepted, the candidate's details carry directly into onboarding and their employee record, without needing to be re-entered.
Yes, interviewers can leave structured feedback on the same candidate record, so a hiring decision is based on everyone's input in one place rather than scattered messages.
Yes, offer letters can be generated and sent from a candidate's record, with status tracking for sent, accepted, and declined offers.
It's included. Meagle 360 is a flat ₹149 per user per month for every module, including hiring management — there are no per-module add-on fees.
Setting up a pipeline for a new open role typically takes a few minutes — you're not configuring a complex enterprise ATS from scratch.
Yes, onboarding checklists can be configured to match what a specific role or department actually needs, rather than one generic checklist for everyone.
Yes, hiring managers can see where their own open roles' candidates stand directly, based on the access level configured for their role.
Yes, you can start a 14-day free trial with full access to hiring management and every other module, with no credit card required.
Yes, each open role gets its own pipeline, so tracking three or four roles at once doesn't mean juggling separate spreadsheets for each.
It carries directly into their employee profile — the same resume, contact details, and documents collected during hiring, without duplicate data entry.
Yes, you can see how many candidates are at each pipeline stage across every open role from one view, rather than requesting an update from each recruiter individually.