Keka

Keka Hire suits companies that run Keka, because a candidate’s data carries on into Keka’s HR and payroll. The harder part is the deal. In the US the price comes only as a quote, and the term cannot be cancelled except for cause. Before you sign, test its AI screening on your own roles and plan your 30-day exit.

By Ashish Manchanda Published 4 Nov 2026 Last updated 4 Nov 2026

Keka Hire suits companies that want hiring inside Keka’s HR system

In one line

Keka Hire handles job posting, applicant tracking and interview scheduling inside Keka’s HR system. It passes a hired person into the employee record.

Buy it if

You already use Keka for HR or payroll, or plan to. You want one record from applicant to employee. You can accept a price that comes only from a sales quote.

Do not buy it if

In the US, you need a price you can check before a sales call. In the US, you need to leave in the middle of a term without a cause. You expect candidate email replies to appear in the candidate record.

Price

Keka sells two hiring plans, PRO and ADVANCED. In the US both come with a call prompt and no figure. Pricing depends on the subscriber’s region and employees.

How Keka Hire runs hiring, and where it hands over to HR

Start with where Keka Hire sits, because it changes what you are buying. Keka Hire is the recruitment part of the Keka HR platform. It was previously reached through its own web address and now appears inside the Keka HR suite. For existing subscribers the move cost nothing extra. Customers without a Keka Hire subscription see a teaser video and feature descriptions in its place. Keka reports that about 70% of its customers do not use Keka Hire. So treat it as a product you add and test, not as something every Keka customer already runs.

A role can go from approval to a signed offer without leaving Keka Hire. It starts with the requisition. You can use a single approval chain or rules you set, and you can switch approvals on or off. A job post goes to job portals, the career site and employee referrals, and every candidate lands in one pipeline. Keka Hire sets hiring up as stages such as screening, interviews and offers, and candidates move through them. Candidates book their own interview slots from times the hiring team shares. Recruiters create and join Zoom, Microsoft Teams and Google Meet interviews from Keka Hire. Interviewers fill in score forms. Offer letters are built from templates and an auto-generated salary structure. They go through approval by one person or several levels. Keka Hire also manages e-signatures on offer letters and other hiring documents.

The hand-over to HR is the main reason to choose it. Accepted candidates pass to preboarding, document collection and the core HR record. Keka also carries candidate data into its HR, payroll and performance products. In the other direction, all departments and locations from Keka’s HR system sync to Keka Hire. Your hiring team then works from the departments and locations HR already uses. Keka Hire can also run on its own. If you use another HR system, ask what carries across.

Keka Hire reaches job boards in both India and the US. Keka distributes each new role across 15 or more job boards and the career site. Jobs go from Keka Hire to LinkedIn and Naukri, and Naukri applications sync with the jobs. You can post to Indeed in a single click. Indeed listings are free by default, so a sponsored post is a separate deal with Indeed. Glassdoor applications are captured like Indeed ones. The Monster Jobs USA connection covers US-based jobs only. Mercer Mettl and HackerEarth let recruiters send assessments and see results.

Resumes get in several ways, and an outside company reads them. Recruiters can drag and drop PDF resumes for instant parsing. They can upload a .zip file that holds only resume files. They can also add candidates by importing from Excel. A resume parser fills structured candidate profiles. RChilli is the outside company that parses resumes for Keka’s hiring tools. So your candidates’ resumes may reach a company other than Keka. Ask which companies handle them.

Keka Hire has two kinds of automation, and they carry different risks. The first kind runs on rules your team sets. Each rule has an event, conditions and actions. One ready-made rule updates the stage of inbound applicants. Another archives candidates by minimum work experience. A Keka example archives a candidate below the minimum and sends a polite rejection email. Your team writes those rules, so your team owns what they do.

The second kind is AI, and its claims go further. Keka Hire has a Candidate Profile Score that rates how well each candidate matches the job. Keka calls it an AI-driven feature. Once a recruiter sets up the scores for a job, new candidates are scored automatically. Keka AI drafts job descriptions with level, pay band and skills in mind. It scores applications against role requirements and ranks the strongest at the top of the queue. An AI agent holds a first conversation with each applicant, and only candidates who pass move to the shortlist. Candidates take an AI-led screening interview with transcripts and scores, and only qualified candidates reach a round with a person. Keka joins interviews to record, transcribe and summarise them. It also suggests skill-based interview questions.

Keka sets limits on its own AI. Interviewers are told to review and edit an AI feedback summary before saving it. They are told to treat AI questions as a starting point and to judge answers themselves. Keka AI asks for explicit human confirmation on every action. Every Keka AI interaction is logged against the user. Customer data never trains external models. These points sit beside the screening claims above, where only candidates who pass reach a person. Ask Keka who confirms a rejection in the screening interview.

Our guide to applicant tracking systems covers how the rest of this market handles the decision.

Where Keka Hire helps most

A hired candidate becomes an employee record

In Keka’s US material, a hired candidate’s profile becomes the employee record. The gain is that hiring and HR work from one record. Check which fields carry across for your own roles.

Keka Hire has US equal opportunity forms and controls what interviewers see

Keka Hire has an equal employment opportunity (EEO) form that collects demographic data from candidates. The form changes for federal contractors and subcontractors and for other employers. Keka Hire has two EEO reports, one for all candidates and one by job. Separately, recruiters and admins can decide whether, and when, interviewers see each other’s feedback. That setting helps you keep early opinions from steering later ones.

You can see which job boards bring in applicants

Keka tracks where each application came from. Its job-board connections post jobs directly from Keka Hire and sync applications back. So you can judge each board by the applicants it sends.

Security audits and a 72-hour breach notice are in writing

Keka reports SOC 2 Type II, ISO 27001, GDPR and CCPA certification. Under its data protection terms, Keka must tell you of a personal data breach within 72 hours of becoming aware. Keka processes candidate data strictly as a data processor. Candidates who ask about their data are sent to you, the employer.

Who should put it on the shortlist

You already run Keka for HR or payroll

Keka Hire sits inside the Keka HR suite. If you already run Keka, you hold the HR and payroll records that it hands hired candidates to. The test is whether your recruiters will use it. Ask your Keka contact to show one hire passing through your own set-up.

Your company has about 50 to 2,000 people or more

Keka is built for companies of 50 to 2,000 or more employees. It handles hiring of 10 or 1,000 people. Oscar FX has 114 employees, and its customer story mentions Keka Hire. Ketto has 400 employees, and FiftyFive Technologies grew from 50 to 175 in two years. Both are Keka customers. Ask Keka for a customer of your size that uses Keka Hire every day.

You advertise on Naukri, LinkedIn, Indeed or Glassdoor

Your usual channels decide how much the connections matter. If your recruiters already use Naukri, LinkedIn, Indeed or Glassdoor, Keka Hire already connects to each of them. If you use other boards, ask Keka whether they are among its 15 or more.

Where it stops, from the fixed term to the AI claims

The limits that matter most sit in the contract and in the AI claims, so read those two first. They decide what you can change after you sign and what you can rely on. On the company, Keka reports a $57 million Series A led by WestBridge Capital in November 2022. Its total funding raised is about $59 million.

You are locked in for the term

Under Keka’s US terms, fees are non-refundable. You cannot cancel a subscription term except for cause. The agreement renews for a term of equal length unless you give notice 30 days before the term ends. On renewal, the recurring fees are subject to an increase that you and Keka agree. A downgrade may be re-priced at renewal regardless of earlier pricing. Additional charges apply for purchases or usage above what you subscribed to.

Email replies stay outside the record, and background checks need an add-on

The Gmail and Outlook integrations show only the emails you send out. Candidate replies are not synced. Background checks through OnGrid need Keka’s API add-on. If your recruiters rely on a full email history inside the candidate record, test this before you sign.

Some AI features may still be on a waitlist

Keka asks interested buyers to join a waitlist for Keka AI. It also offers a live demo. The screening interview, the agent and the ranked queue are all Keka AI features. You need to know which ones are live in the plan you would buy. Ask for a demo of each one on your own roles.

Keka calls its AI scoring bias-free, so ask for the proof

Keka calls its AI scoring bias-free in its US marketing. Its AI screening interview sends only qualified candidates to a round with a person. Under its US privacy policy, Keka makes no decisions based solely on automated processing with legal or similarly significant effects. Ask Keka what backs the bias-free claim. Ask who decides that a candidate is not qualified. In New York City, Local Law 144 covers a tool that substantially assists or replaces discretionary decisions. The law bars screening a candidate with such a tool unless it had a bias audit in the past year. The employer must also post a summary of the latest audit. Ask Keka for an independent audit before you use any scoring there. The market guide sets out the rest of the rules.

Archived candidates stay in the system

Archiving a candidate in Keka Hire keeps the candidate’s information. Keka keeps customer-controlled personal data only as long as needed to provide the service. So set your own limit for rejected candidates, then ask how Keka Hire enforces it.

What Keka Hire costs and how you leave

In the US, Keka gives its pricing as a custom quote, so the first step is to ask for one. Keka sells Keka Hire in two plans, PRO and ADVANCED. In the US, both plans come with no price and a call prompt. Pricing depends on the subscriber’s region and employees. On its India pricing, a nominal setup fee applies to cover onboarding. Ask whether a setup fee applies to your quote.

These are the features Keka attaches to each plan. PRO has AI-written job descriptions and allows a maximum of five talent pools. ADVANCED allows unlimited talent pools. ADVANCED also has a candidate CV to job description match score and custom reports. Ask whether PRO includes the match score and custom reports. Decide which of these you need before you ask for a quote. Then you price the plan you will use.

Two terms shape the service you get after you sign. Keka has three support plans, Standard, Premium and Enterprise. Under its data protection terms, Keka sets a minimum platform uptime of 99.8%. Ask which support plan your quote includes.

Leaving takes planning, because the window is short. After termination you get 30 days of limited access to retrieve your data at no extra cost. After those 30 days, deletion of your data starts and cannot be reversed. Backups are kept for at least 90 days. Under its data protection terms, you may ask for earlier deletion of your data and backups by written notice. Reports such as the Job Pipeline Report download in Excel format. Plan your export inside the 30 days.

Region and governing law are worth settling early. Keka stores data in a region chosen for each customer. The choices may include Central India, North Europe, Central US, Southeast Asia and the UAE. The US terms are governed by the laws of Texas. Ask which region your contract fixes.

You could also run hiring steps with agents built on your own systems. We have mapped what that looks like. The HR Agent Map

Questions to put to Keka before you sign

What does Keka Hire cost for our headcount and region on PRO and on ADVANCED? Good answer: A written quote for each plan, with every fee on it.
Does a setup fee apply to our order, and what does it cover? Good answer: A set figure in the order form, with what it covers.
Which Keka AI features are live on our plan today, and which are on the waitlist? Good answer: A named list of live features, each demonstrated on our own roles.
In the AI screening interview, who confirms a rejection before the candidate hears? Good answer: A named person on our side confirms it, and the log records who.
Can you give us an independent bias audit of the scoring and ranking tools? Good answer: A report from an outside auditor, with a summary we may publish.
Where is our candidate data stored, and which outside companies, such as RChilli, handle it? Good answer: A named region, and a list of companies with what each one does.
Can we cut or end the subscription mid-term, and what caps the renewal increase? Good answer: A written cap on the increase, and notice dates in our order form.
How do our candidates, notes and scores come out, in what format, within the 30 days? Good answer: A named file format and a complete export, written into the contract.
Can candidate email replies appear in the candidate’s record? Good answer: Yes, with a named set-up that we test before we sign.

Alternatives to Keka

If Keka comes off your shortlist, look at the standalone hiring tools Zoho Recruit, Workable and Breezy HR, the HR systems Rippling, Cezanne and Darwinbox, or Zappyhire, which connects to Keka’s HR system. Buying nothing is a further route.

Three of these publish plan limits or prices. Zoho Recruit has a free plan for one active job. Its Standard plan allows 10 active jobs per recruiter licence and its Enterprise plan allows 20. Workable’s Standard plan costs $299 a month, or $3,588 a year, for 1 to 20 employees. Breezy HR has a free Bootstrap plan that covers one active job opening or candidate pool at a time. If a published price is your first test, start with these three.

The HR systems work the way Keka does, with hiring tied to the HR record. Rippling Recruiting needs Rippling’s core HR platform. Rippling prices it per employee per month and gives no figure on its product page. Cezanne Recruitment works with Cezanne’s HR system or on its own. Its price follows a headcount range, and implementation and standard support carry no extra charge. Darwinbox prices recruitment per employee per month by the number of employees and the parts included. Darwinbox advises that companies with fewer than 50 employees may find a lighter standalone tool more cost-effective. That is worth remembering, because Keka is built for companies of 50 or more.

Zappyhire is an AI-powered recruitment automation platform for large enterprises. It connects to Keka’s HR system, so it suits a Keka customer who wants a separate hiring product. Our market guide covers the wider choice, and you can compare the researched products side by side.