One source of truth.
Four altitudes.
The same recruitment facts, translated into the view each altitude actually needs to make decisions. The board sees vitals. The recruiter sees pipeline. Nobody is reading the wrong dashboard.
Your team can realistically fill 32 of 50 roles this quarter.
The Capacity Planner scores every open requisition by weighted complexity, maps recruiter workload against capacity and surfaces risk flags with recommended actions. No spreadsheets. No gut feel. Just evidence.
Complexity scoring
Every req scored across seniority, location, hiring manager alignment and pipeline health. Not gut feel. A model.
Recruiter health
Traffic-light view of every recruiter's utilisation. Who's healthy, who's at capacity, who's drowning.
Risk flags & actions
Pipeline thin. Ageing req. Offer at risk. HM drag. Each flag comes with a recommended action, not just a warning.
32 of 50 roles slipped last quarter, and nobody could tell the CFO why until week six.
That meeting is what Visari is built to prevent.
Everything a TA Director needs to run the room.
One product. No roadmap promises. These capabilities are live today.
Weighted complexity scoring
Every req scored across four dimensions: Scope, Source, Interview, and Close. A model, not gut feel.
Recruiter capacity planning
Utilisation tracking per recruiter. See who's healthy, who's at capacity, and who needs rebalancing before it becomes a problem.
Pipeline velocity
Accelerating, Steady, or Decelerating per role. Know which reqs are moving and which are stalling before the quarter slips.
Risk flags with causal attribution
Pipeline thin. Ageing req. Offer at risk. HM drag. Each flag comes with a cause and a suggested action, not just a warning.
Three-scenario forecasting
Current trajectory, add resource, and business-critical prioritisation. Walk into any leadership meeting with a number you can defend.
Vacancy cost tracking
Business-critical roles have a cost per day unfilled. Visari surfaces that number so the conversation shifts from time-to-fill to financial impact.
Walk into the next leadership meeting
with a number you can defend.
Cohort onboarding for Q3 2025.