A white label AI recruiting platform that ships ATS, CV matching, AI interviews, assessments, and anti-fraud under your brand: your logo, your domain, your client-ready reports, launched on a contract in days, not quarters.
{
"tenant_id": "acme-rpo-emea",
"brand": {
"display_name": "Acme Talent",
"domain": "hire.acmetalent.com",
"logo_url": "https://cdn.acme.com/logo.svg"
},
"modules": ["ats", "cv_match", "ai_interview", "assessments", "anti_fraud"],
"report_label": "Acme Talent Scorecard",
"status": "live"
}Five modules ship together under one brand: an applicant tracking system, semantic resume scoring, automated AI interviews, a validated test library, and assessment-integrity checks. A partner resells the whole pipeline, not a single feature.
Where a contract needs only part of the suite, say scoring and interviews but not the ATS, modules toggle per tenant, so you never ship a client a portal cluttered with tools they did not buy. A partner can lead with a single capability, such as semantic cv-to-job matching, and switch on the rest as the account grows. Billing follows the same shape: one credit balance is shared across every module, the balance is checked before a run starts, and failed runs are never charged, so a partner meters a single balance across contracts instead of reconciling per-module invoices.
One position can absorb 3,000+ candidate applications plus a 1,000+ resume bulk import without slowing down, so a single branded tenant carries a full high-volume hiring spike for your client. Default platform limits back that up: 500 requests per minute per client, and anything past 8 simultaneous processing runs queues cleanly with a 202 instead of erroring.
| Module | What the partner resells |
|---|---|
| ATS | Branded hiring command center for thousands of applicants per role |
| CV matching | Semantic 0-100 fit scoring at 97% field-extraction accuracy |
| AI interviews | Automated, explainable spoken-language and competency scoring |
| Assessments | Validated test library plus a custom, weighted scorecard builder |
| Anti-fraud | Proxy-speaker, scripted-response, and integrity checks on every run |
Each client becomes its own tenant: you set a display name, logo, domain, and report label, then choose which modules switch on. Candidates and hiring managers see the RPO, never ZenHire underneath. On the integration side, every run accepts an externalId, up to 50 metadata keys, and 20 tags, all filterable on list endpoints, so results reconcile cleanly against each client's system of record, and run ids never expire, so the audit trail outlives the contract.
Some buyers ask whether a shared platform can really feel like their own product. It can: branding, domains, and scorecard labels are tenant-scoped, and the explainable scoring lets an RPO defend every result to a client as its own methodology. Because sensitive attributes are architecturally excluded from inputs and models, an agency can stand behind the platform's ethical, bias-mitigated hiring story in a vendor audit, backed by the same practices that reduce bias in hiring end to end. Integration hygiene holds to the same standard: result webhooks are HTTPS-only, signed with Stripe-style HMAC-SHA256 signatures, and exclude PII fields from payloads, so candidate data never rides through a client's callback endpoint. The edge case is a client with its own compliance domain, so point a custom subdomain at the tenant and the white-label boundary holds.
Defensibility is measured, not asserted: CV-to-role matching reaches 93%+ alignment with human screeners, and language scoring lands 90-96% in line with five PhD linguists where untrained recruiters manage only 68-75%, so the methodology an RPO sells holds up under client scrutiny.
Provisioning is an API call, so a signed contract goes live in days: create the tenant, set branding, enable modules, and route candidates, with no migration off the partner's current tools. The tenant model layers cleanly onto a partner's stack as a branded all-in-one applicant tracking system, so a staffing or recruitment agency augments outcomes without ripping anything out. The developer surface keeps the build honest: an OpenAPI 3.1 spec with code examples in cURL, Python, Node.js, and Go, plus idempotency keys with a 24-hour window, so a retried submission returns the same run instead of creating a duplicate.
1. Provision a tenant
POST a new tenant with the client's name, domain, and report label.
2. Apply the brand
Set logo, colors, and labels so every screen reads as the partner's product.
3. Toggle modules
Enable only the ATS, matching, interview, or assessment tools the contract buys.
4. Route candidates
Embed the branded careers entry and start scoring applicants the same week.
A white label AI recruiting platform is a full hiring stack you resell under your own brand instead of a vendor's. With ZenHire that means ATS, CV matching, AI interviews, assessments, and anti-fraud running under the partner's logo, domain, and report labels. Candidates and clients see the RPO, never the underlying provider.
White-label AI recruiting fits RPO white label hiring tech needs because each client runs in its own branded tenant with module-level control. An RPO presents client-ready scorecards as its own deliverable, runs many contracts from one account, and never exposes the vendor beneath. Branding, domains, and labels are all tenant-scoped.
This private label recruiting AI is defensible because every score is explainable and auditable, not a black box. CV fields extract at 97% accuracy, and the scoring ships the evidence behind each decision, so an RPO can justify a shortlist to a client as its own methodology. The architecture excludes sensitive attributes by design.
A partner launches a new branded contract in days, not quarters, because provisioning is an API call. You create the tenant, apply the brand, toggle the modules the contract buys, and route candidates the same week, all with no rip-and-replace of the partner's existing systems.
The white-label platform is secure enough to resell because it is SOC 2 Type II certified and GDPR compliant, with explainable, audited scoring throughout. Sensitive attributes are architecturally excluded from inputs and models, so an RPO can stand behind the platform's fairness and data handling in front of enterprise clients.
Free for White-label AI recruiting launch
A tenant-provisioning spec sheet and go-live checklist for RPOs: the brand fields to set, the module toggles per contract type, the compliance points (SOC 2 Type II, GDPR, bias-excluded scoring) to put in front of a client, and the API calls that take a signed contract live in days.
Launch a branded, full-stack recruiting platform for your next client on a contract, not a roadmap.