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GetJobs.lk Onboarding Proposal

A modular proposal for employer and recruitment-agency onboarding, designed for focused discovery and commercial conversations.

Commercial discussion draft · Version 1.0 · 24 July 2026

Deck A

Employer Pitch

SMEs, HR leaders, CEOs, recruiters, hiring managers.

Deck B

Agency Pitch

Agency owners, consultants, team leaders, overseas recruiters.

Outcome

Discovery-Ready Story

Value proposition, dashboards, ROI logic, roadmap, plans, CTA.

Storyline

Agenda

01

About ManorHR

Mission, ecosystem, expansion path.

02

About GetJobs.lk

Marketplace, ATS, dashboards, AI layer.

03

Market Challenge

Hiring friction, hidden cost, slow conversion.

04

Solution

Unified workflow from demand to hire.

05

Dashboards

Employer, agency, candidate, analytics.

06

Growth Levers

Branding, marketing, AI, intelligence.

07

Commercials

Plans, ROI framing, onboarding timeline.

08

Next Steps

Demo, trial, sales handoff, contact points.

Parent Company

About ManorHR

ManorHR is positioned as the parent HR technology business behind GetJobs.lk, with a platform vision that extends from recruiting into the wider employee lifecycle.

Mission

Digitize hiring and workforce operations with modern, locally relevant HR technology.

Vision

Become the trusted Sri Lankan workforce operating system for employers, agencies, and talent.

Ecosystem

Recruit

Marketplace, ATS, employer branding, sourcing, AI matching.

Hire

Shortlisting, interviews, offers, acceptance analytics.

Manage

Roadmap into onboarding, attendance, leave, payroll, and performance.

Platform

About GetJobs.lk

M

Marketplace

Vacancy distribution, candidate reach, featured job visibility, employer pages.

A

ATS Layer

Posting, screening, pipeline movement, interview coordination, reporting.

I

Intelligence

AI ranking, job description support, hiring conversion dashboards, market signals.

Employer

Dashboard, recruiters, invoices, campaigns.

Agency

Clients, recruiters, placements, commissions.

Candidate

Profiles, CV builder, tracking, AI support.

Future HRIS

Onboard, attendance, leave, payroll, performance.

Pain Points

The Recruitment Challenge

Slow time to shortlistHighest pain

Manual CV screeningAdmin heavy

Low applicant relevanceQuality drop

Weak employer brand visibilityAwareness gap

Hidden costs

Delayed hiring, duplicate sourcing effort, agency dependency, and poor funnel visibility inflate cost per hire.

Control issues

Teams lack one source of truth for applications, interview status, recruiter activity, and offer conversion.

Compliance

Verification, permissions, and audit history become harder as more recruiters join the process.

Insight gap

Leaders want dashboards, not spreadsheets, to understand pipeline health and hiring ROI.

Answer

Our Solution

1

Employer Portal

Jobs, teams, approvals, interview workflow, analytics.

2

Agency Portal

Clients, recruiters, talent pools, placements, reporting.

3

Candidate Portal

Profiles, resume tools, alerts, application tracking.

4

AI + Intelligence

Matching, ranking, content generation, market insights.

Candidate

Discover

Employer

Select

Recruitment

Coordinate

Hiring

Convert

ManorHR

Expand

Differentiation

Why GetJobs.lk

Verified ecosystem

Verified employers and agencies improve trust, reduce noise, and strengthen candidate confidence.

Sri Lankan relevance

Local hiring language, local compliance expectations, local market focus, and regional employer needs.

International growth path

Built to support overseas hiring narratives, agency coordination, and workforce lifecycle expansion.

AI-enhanced workflow

AI matching, ranking, job content generation, and candidate optimization features lift team productivity.

Branding + marketing

Featured jobs, banners, social campaigns, company pages, and hiring labels raise visibility.

Management visibility

Dashboards translate recruiter activity into pipeline, speed, quality, and commercial insight.

Illustrative Employer View

Employer Dashboard

Open jobs

24

Across 6 business units

New applicants

418

This month

Interview rate

19%

From screened pool

Offer acceptance

73%

Latest quarter

Modules

Applications

Shortlists

Interviews

Offers

Hires

Invoices

Analytics

Teams

Permissions

Executive use case

HR teams track vacancy velocity, source performance, interviewer workload, and conversion by department.

Operational use case

Recruiters collaborate inside one pipeline instead of email threads, spreadsheets, and disconnected inboxes.

Commercial use case

Finance-friendly visibility into credits, invoices, advertising add-ons, and recruiting spend allocation.

Illustrative Agency View

Agency Dashboard

Client companies

38

Active mandates

Recruiters

12

Team seats

Placements

61

YTD

Fill ratio

67%

Against qualified briefs

Modules

Clients

Vacancies

Talent DB

Pipelines

Placements

Reports

Teams

Commission

Compliance

Agency leadership

See consultant productivity, client pipeline health, revenue opportunities, and placement conversion in one view.

Consultant workflow

Search talent pools, present shortlists, manage interviews, and track client feedback without duplicate data entry.

Commission visibility

Track placements and internal performance levers that directly affect team incentive planning.

Talent Experience

Candidate Experience

Profile + CV Builder

Guided profile completion, ATS-friendly CV generation, and better first-time applicant quality.

AI Assistance

Resume improvement, cover letters, matching insights, and application readiness support.

Application Tracking

Status visibility builds trust and reduces candidate drop-off caused by silence.

Step 1

Create Profile

Step 2

Improve CV

Step 3

Apply Smart

Step 4

Track Progress

Illustrative Analytics

Recruitment Intelligence

Hiring funnel

Applications1,200

Screened420

Interviews150

Offers54

Hires39

Conversion

3.3%

Application to hire, benchmarked by role family.

Interview yield

36%

Interview to offer, signaling shortlist quality.

Offer win

72%

Offer to acceptance, supporting compensation and branding decisions.

Dashboard value

Leaders quickly see where the funnel is leaking and where recruiters need support.

Product Direction

AI-Assisted Workflow

Availability varies by plan and release stage. Confirm enabled, pilot, and planned capabilities during discovery.

JD generation

Create consistent job descriptions faster.

Candidate matching

Rank likely-fit applicants earlier.

AI interview prompts

Standardize structured evaluation.

Cover letters

Support better applications at scale.

CV optimization

Improve ATS readability and clarity.

Employer insights

Surface bottlenecks and likely action points.

Hiring difficulty

Flag roles that need stronger promotion or sourcing.

Skill gap analysis

Highlight missing capabilities by role cluster.

Demand Generation

Recruitment Marketing & Branding

Featured jobs

Boost visibility for high-priority vacancies and urgent hiring campaigns.

Banner placements

Own premium real estate to drive applicant recall and employer brand awareness.

Push + email

Nurture candidate demand through targeted alerts and campaign messaging.

Marketplace Intelligence

Illustrative reporting concepts; coverage and benchmarks depend on sufficient verified marketplace data.

Supply vs demand

Heatmap

Role families, locations, industries, and response rate trends.

Top skills

Signals

Skills frequency, fast-growing categories, and shortage clusters.

Salary trends

Benchmarks

Indicative pricing logic by role type, experience band, and location.

Colombo

High demand

Negombo

Growing supply

IT

Skill-tight

Sales

High volume

BPO

Fast response

Trust

Security & Compliance

Data protection

Encryption, secure storage, access controls, and backup discipline.

Privacy readiness

Privacy controls are designed with Sri Lanka PDPA obligations in mind. Final compliance scope is confirmed during security review.

Verification

Employer and agency validation raises trust and reduces misuse risk.

Auditability

Permissions, recruiter actions, and process history improve governance.

Long-Term Roadmap

ManorHR Growth Path

1

Recruit

2

Hire

3

Onboard

4

Attendance

5

Leave

6

Payroll

7

Performance

8

Training

Upgrade path message: Start with recruiting where urgency is highest, then expand into adjacent workforce modules as adoption, trust, and data depth increase.

Commercials

Subscription Plans

Indicative packaging only. Final limits, pricing, contract term, onboarding scope, and add-ons are confirmed after discovery.

Employer plans

Plan	Best for	Includes
Starter	SMEs	Core posting, basic ATS, 1 seat
Growth	Scaling teams	More jobs, branding, analytics, team seats
Business	Multi-role hiring	Advanced workflow, reporting, priority support
Enterprise	Large groups	Custom integrations, governance, success manager

Agency plans

Plan	Best for	Includes
Starter	Boutique firms	Client + vacancy basics, recruiter access
Growth	Growing agencies	Database, placements, more consultants
Professional	High-volume teams	Commission tracking, analytics, branding
Enterprise	Regional agencies	Customization, controls, premium support

Illustrative Value Case

Return on Investment

Scenario targets—not guaranteed results. Replace with the prospect’s baseline and agreed pilot measures before external use.

Time to hire

-35%

Shorter screening and coordination cycle.

Cost per hire

-22%

Less manual work and lower dependency on fragmented sourcing.

Applicant quality

+28%

Better matching, branding, and structured pipeline filters.

Offer conversion

+15pts

Faster response and better candidate engagement.

ROI calculator logic

Open roles × average days delayed × cost per vacant day, plus recruiter admin time saved, plus media efficiency gains, plus reduction in failed hiring cycles.

Journey

Customer Journey & Timeline

Lifecycle

Discover

Register

Verify

Post & source

Interview & hire

Expand to workforce management

Implementation roadmap

Week 1: Account setup, objectives, key users, plan alignment.

Week 2: Verification, templates, branding assets, first roles.

Week 3: Training, workflow calibration, pilot hiring run.

Week 4: Go live, support channel launch, optimization check-in.

Support

Customer Success

Dedicated onboarding

Structured enablement for recruiters, HR leads, and admins.

Multi-channel support

Available support channels and response windows are defined by the selected plan and service agreement.

Optimization cadence

Usage reviews, campaign tuning, and feature adoption support as accounts grow.

Why choose us

Modern technology

AI-enabled workflow

Sri Lankan relevance

Scalable platform path

Next Steps

Confirm Fit · Run a Pilot · Go Live

Start with a discovery call to confirm requirements, current capabilities, success measures, implementation scope, and the right employer or agency plan.

Website

www.getjobs.lk

Sales Contact

partner@getjobs.lk

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Thank you · Questions?