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Hier is a complete recruitment platform rather than a single job board. It brings visual job posts, Hier Intelligence, applicant tracking, candidate messaging, interview scheduling and onboarding together in one connected system. That means a hiring team can move from attracting attention to reviewing applicants, arranging conversations and welcoming a new starter without switching between several disconnected tools or losing context in email threads.

The one hour demonstration is aimed at hiring managers, HR leads, talent acquisition teams and business owners who are directly involved in recruitment decisions. We will tailor the walkthrough to your actual hiring journey, including the roles you recruit, the people involved in approving candidates and the points where your current process slows down. If more than one person in your business is involved in hiring, we are happy to include them on the call so the discussion is useful to everyone who needs to make a decision.

No. Hier is built to work for growing businesses hiring a handful of roles a year through to organisations recruiting across multiple teams and locations. The value is not only in the number of vacancies. It is also in having a consistent process, a clearer candidate journey and better visibility when more than one person is involved. During the demonstration we will focus on the volume, roles and approval structure that matter to your business specifically.

Hier is designed to sit alongside the tools you already use, but the right answer depends on your existing HR, payroll, calendar and communication setup. During the demonstration we will map those systems, explain where Hier would sit in the process and discuss the available options for moving information between them. We would rather give you a precise answer based on your setup than promise an integration without understanding what your team needs.

Britannia is an independent consultancy engaged to support Hier with business development and market engagement. We identify relevant businesses, introduce them to the Hier platform, understand their recruitment requirements and support qualified opportunities through to a decision. We do not own or develop the Hier platform itself.

None at all. The demonstration exists so you can see whether Hier is a genuine fit for how your business hires. You can ask direct questions about the platform, your process and the practical implications of changing tools. There is no commitment to proceed, and you are welcome to take time afterwards to discuss internally before any decision is made.

Demonstrations last approximately one hour and are hosted online at a time that suits your team. That gives enough time for a full walkthrough of the platform against your own hiring scenarios, plus time for questions at the end. We recommend bringing one person who understands your current process and one person who will use the platform day to day, although it is not essential.

Hier gives businesses a more engaging way to present an opportunity. Visual job posts can communicate the role, the working environment and the opportunity more clearly than a plain block of text, helping the right people understand why they should apply. The platform then keeps the conversation moving with clearer updates, messages and next steps, so the experience after the initial application matches the impression made at the beginning.

Hier Intelligence is designed to support the matching and review part of the hiring journey. It helps teams organise candidate information, identify relevant experience and make a more informed comparison between applicants. It is there to support human judgement, not replace it. Your team remains responsible for the decision, while Hier helps make the information easier to understand and act on.

Yes. Collaboration is a core part of the platform. The aim is to give the people involved in a hire a shared view of the vacancy, the candidates and the next action, rather than leaving decisions scattered across emails and separate spreadsheets. During the demonstration we can show how that shared view would work around your own approval process.

Hier continues into onboarding so the transition from successful candidate to new starter is not treated as a separate administrative handover. The team can keep the relevant information and agreed next steps connected, helping the new hire arrive with a clearer understanding of what happens next and helping the employer avoid duplicating work across different systems.

You do not need to prepare a presentation. It is useful to bring two or three examples of roles you regularly recruit, an outline of how candidates currently move through your process and any points that cause delay or frustration. That allows the walkthrough to focus on the practical questions that matter to your business rather than staying at a generic product level.