Company structure

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AI under customer control (BYO-LLM)

Explainable automation and auditability

Deployment flexibility

Per-tenant isolation

Privacy-first architecture

Engineering principles

We build workflow-driven AI software for organizations that require flexibility, transparency, and control over their data and infrastructure.

About

Quilons AI

We're looking for engineers, designers, and GTM talent who care about privacy, transparency, and building software that respects users.

Join Us

We are looking for engineers and others who care about privacy, transparency, and building software that respects users and their data.

Join us

We are building a broader platform for workflow-driven AI systems. TalentFlow is the first product on this foundation. As the platform matures, we aim to bring the same principles—flexibility, control, and compliance-aware execution—to other operational domains beyond recruitment.

Platform vision

What we build

Why Quilons exists

Experience workflow-driven recruitment and onboarding.

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A condensed view of how common capabilities compare. The paradigm difference above is the main differentiator.

Feature comparison (summary)

Most recruitment platforms manage candidate pipelines. TalentFlow executes configurable hiring workflows.

TalentFlow vs 

Traditional ATS

The main difference is architectural: pipeline management vs workflow execution.

Two different approaches

For organizations with simple, standardized hiring processes, SaaS-only infrastructure requirements, and needs that are met by candidate tracking and pipeline management, a traditional ATS may be adequate. Many established ATS tools offer mature application tracking, integrations, and analytics. This page is not intended to dismiss those tools; it is to clarify where TalentFlow's workflow execution model and deployment options offer a different approach for teams that need them.

When a traditional ATS may be sufficient

TalentFlow tends to suit organizations that need one or more of the following: complex or non-standard hiring workflows; regulated industries with strict compliance or data sovereignty requirements; control over which AI provider is used and how much is spent; on-premise or air-gapped deployment; or integration of hiring into broader operational workflows (e.g. onboarding, compliance gates). In these cases, the workflow execution model and deployment options are structural advantages rather than incremental features.

When TalentFlow is a better fit

Traditional ATS platforms excel at application tracking, job board and career-page integrations, HR ecosystem integrations (HRIS, background checks), candidate databases, and hiring analytics. Many have been refined over years and offer broad feature sets for standard recruitment. TalentFlow does not attempt to replicate every ATS feature; it is focused on workflow-driven recruitment and onboarding where process flexibility, AI control, compliance-aware execution, and deployment options matter most.

Where traditional ATS tools are strong

Workflow-based execution model

Compliance-aware workflow gating

Per-tenant infrastructure isolation

Where TalentFlow is structurally different

ATS platforms emerged when recruitment software mainly tracked applications through simple hiring stages. Pipelines work well when hiring processes are relatively simple and standardized: capture applications, move candidates through a few stages, and record outcomes. For many organizations, that model remains adequate and is supported by mature tools with strong application tracking, job board integrations, and HR ecosystem connections.

Why ATS platforms use pipelines

TalentFlow is built as a workflow execution system. Organizations design their process—steps, rules, approvals, and compliance gates—and the system runs it. Workflows combine automation (e.g. screening rules, notifications), AI-assisted tasks (scoring, summaries) under your control (BYO-LLM), human decision points (approvals, interviews), and compliance-aware execution (retention, audit trails, consent). The same engine can support many different process designs rather than a single fixed pipeline.

Why TalentFlow uses workflow execution

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Frequently Asked Questions

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For security-related questions and DPA requests:

Dynamic DAG engine

GDPR toolkit

LLM-agnostic

Enterprise-grade security

Single Sign-On (SSO)

The underlying engine that powers Quilons AI

Platform Capabilities

Hybrid

On-prem & air-gapped

SaaS

Quilons AI supports multiple deployment models to fit your security and compliance requirements

Deployment Options

QUILONS TalentFlow brings the Quilons AI workflow engine to recruitment teams, with dynamic, AI-assisted hiring pipelines, GDPR-native controls, and support on-prem or air-gapped deployments.

Flagship product: QUILONS TalentFlow

Quilons AI powers LLM-driven workflows with per-tenant isolation, GDPR-by-design controls, and flexible cloud or on-prem deployments. Bring your own LLM and keep full control over your data.

AI workflow platform built for secure, dynamic automation.

Quilons AI is an AI workflow platform. It provides a secure, dynamic DAG engine to build and run complex, LLM-powered workflows — with strong isolation, compliance tooling, and deployment flexibility for regulated environments.

What is Quilons AI?

Try TalentFlow free or explore pricing and deployment options.

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See TalentFlow in action

See how Admin users configure QUILONS TalentFlow.

Configuration: Setting up your solution

Monitor, manage, and launch recruitment and onboarding workflows in real time.

Dashboard walkthrough

Deploy QUILONS TalentFlow in your own infrastructure.

On-Premise Setup

Design and connect recruitment and onboarding tasks in a visual workflow builder.

Workflow Builder View

TalentFlow lets you design workflows for recruitment and onboarding, then run them with automation, AI, approvals, and compliance built in—so your process matches how you actually hire.

How TalentFlow works

Sets up the solution: platform configuration, integrations, security, and tenant settings. One-time or occasional; recruiters and hiring managers don’t need to be technical.

Admin

Reviews candidates, approves shortlists, joins interviews, and makes decisions. No technical setup required.

Hiring Manager

Designs and runs workflows: jobs, evaluations, shortlists, scheduling. Works in the product every day without developer help.

Recruiter

Clear roles so everyone does what they do best.

Built for how teams actually work

Admins set up the platform, integrations, and security so your organization is ready to run. One-time or occasional setup—recruiters and hiring managers don’t need to touch this.

Configure the solution

Recruiters and hiring managers design processes as workflows: from job creation and publishing through evaluation, shortlisting, interviews, and beyond. Each step can be automated, AI-assisted, or require human approval.

Design and run workflows

The same system carries work from job creation and candidate evaluation through contracts, signing, and handoff to onboarding—so the journey is continuous, not fragmented across tools.

Move work from hiring through onboarding

How it works in three steps

Fast start with per-tenant isolation, managed updates, and no lock-in to a single region.

Cloud SaaS

Run behind your firewall with full control; works offline and in restricted environments.

On-Prem / Air-Gapped

Isolated environments, deployment choice, and clear audit trails.

Enterprise-ready deployment

Why the system works for real operations

A typical end-to-end flow. Yours can be simpler or more detailed.

One example: from job to onboarding

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TalentFlow

More than an ATS plan

Spin up a free demo stack in minutes or explore the documentation.

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Fast start

Managed updates

Subdomain routing

Air-gapped ready

Data sovereignty

Full control

Optional LLM connectivity

Tech stack

On-premise & air-gapped

Start in the cloud or run TalentFlow in your own environment when control, security, or data boundaries require it.

Choose how you deploy TalentFlow

Frequently asked questions

Pricing for a complete hiring and onboarding system

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Enterprise

Enterprise On-Prem

Estimate your plan

Growth

TalentFlow does not meter jobs, candidates, or workflows. Pricing scales with company size, not platform activity. AI usage is billed separately by your chosen provider.

No usage metering

Foundation

Provide onboarding details for the {plan} plan. These details are sent securely to the provisioning pipeline.

Prepare Tenant Onboarding

TalentFlow lets you attach compliance requirements to workflow steps. Consent, retention, or policy checks can gate progress: the next step runs only when the requirement is satisfied. You get GDPR-friendly documentation (ROPA, DPIA, retention, consent) and execution that respects those rules in the flow.

Compliance isn't only documentation—it affects how and whether workflows proceed.

Compliance built into execution

How Admin users configure QUILONS TalentFlow.

Overview of the TalentFlow dashboard: monitor, manage, and run recruitment and onboarding workflows in real time.

A visual, node-based workflow builder where recruiters and hiring managers design and connect recruitment and onboarding tasks to automate the hiring process.

Start fast on our managed cloud: per-tenant isolation for DB, queues, and storage; GDPR-first defaults. No metering of jobs, users, or workflows—BYO-LLM and go.

Run TalentFlow behind your firewall—single or multi-tenant. Works offline with local models (e.g. Ollama) and your OAuth/SMTP. Same workflow builder and auditability, under your control.

Choose Cloud or On-Prem to meet sovereignty and compliance needs.

Your data, your rules.

Deploy without compromise.

A typical end-to-end flow in TalentFlow. Yours can be simpler or more detailed.

End-to-end recruitment and onboarding with enterprise controls.

Everything you need

Everything

you need

Experience per-tenant isolation, BYO-LLM, and workflow execution in minutes.

Free for 14 days

If hiring feels messy, hard to scale, or difficult to control, TalentFlow structures and automates the entire process — from application to onboarding — while giving you full control over compliance and data.

Turn recruitment and onboarding into an automated operational system

Define the steps that matter to your organization—from job creation and publishing to evaluation, shortlisting, interviews, and beyond.

Design the process as a workflow

Every step can be automated, AI-assisted, approved by a person, or checked for compliance. You decide what runs automatically and where humans or policy must say yes.

Choose how each step runs

Run the workflow. TalentFlow moves candidates and tasks through your process, keeps audit trails, and hands off to the next step—including contracts and onboarding.

Execute end to end

Flags potential bias (e.g. gap penalties, prestige bias, gendered phrasing) in plain language. It never auto-rejects—humans decide.

Bias Check

Ingest CVs from Drive, SharePoint, Dropbox, SFTP, or folders; parse to a clean schema and deduplicate. Prompts and logs keep PII minimal (BYO-LLM friendly).

CV Ingestion

Exportable shortlists with recommendations (Strong-Hire, Hire, Maybe, Consider, Pass). Audit-logged; one-click handoff to scheduling or approvals.

Output

Weighted scores plus must-have rules produce a clear order with rationale. Tiebreaks are intentional so you get actionable shortlists.

Ranking

Candidates are scored against a role-specific rubric (skills, experience, education, relevance). Weights are configurable per workflow.

Scoring

One part of the system: scoring, bias detection, and ranking—driven by your LLM. Transparent shortlists and exportable reports.

AI-powered candidate evaluation

Consistent, explainable candidate decisions with bias surfaced before it becomes a decision. Ranked shortlists with rationale, not just scores.

Why it matters

TalentFlow is built to carry the journey beyond hire: contract generation, sign and send, and handoff to onboarding. Onboarding features (access checklists, day-one tasks, probation reviews) are in active development—privacy-first and on-prem capable.

Through to onboarding

Unlimited jobs, users, and workflows. Transparent pricing by company size—no AI markup; you pay your LLM provider directly.

Pricing that scales with your organization.

BYO-LLM

Pricing that scales with your team

Show your impact

Better decisions, less bias

Save time on repeatable work

Run workflows, review shortlists, and make decisions. No developer required—TalentFlow handles automation, AI, and compliance so you can focus on hiring.

For recruiters and hiring managers

Platform setup, integrations, security, and tenant configuration. One-time or occasional; no need for recruiters or hiring managers to touch this.

Reviews candidates, approves shortlists, joins interviews, and makes decisions. Participates in reviews and approvals without any technical setup.

Configures and runs workflows: jobs, evaluations, shortlists, scheduling. Works in the product every day without developer help.

Per‑tenant isolation, by design.

What "isolation" means here

Separate Database

Dedicated Queues

Segregated Storage

Tenant‑scoped Config

Why it matters

Architecture Overview

Client

Edge/Router

API

Tenant DB

Tenant Redis

Tenant Storage

Workers

Security Controls (TOMs)

🔐 Auth & RBAC

🛡️ Network Safety

🔒 Encryption

📋 Logs

Data Lifecycle & Retention

Configurable Retention

Nightly Purge

Right to Erasure

BYO‑LLM Routing

🔒 Data Control

🌍 Provider Choice

🔍 PII Protection

Operations & Scale

Automated Provisioning

Resource Controls

Health & Metrics

Compliance Mapping

GDPR Art. 5(1)(c) Minimisation

Art. 25 Privacy by Design

Art. 32 Security of Processing

Art. 30/44 Transfers

Frequently Asked Questions

Is data ever co‑mingled across tenants?

Can we choose data region?

How do you audit access?

Does isolation affect performance?

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