What It Is Not

What It Is Not

What Beesla Does Not Replace or Try to Be

Beesla is an AI recruiting platform designed for sourcing and evaluating candidates. To use it effectively, it’s important to understand what Beesla is not intended to replace.

This page clarifies common misconceptions so teams don’t use Beesla for the wrong jobs or expect it to behave like traditional recruiting software.

Beesla Is Not a Job Board

Beesla does not post jobs or collect inbound applicants.

There is:

• No applicant inbox
• No resume submissions
• No apply button

Instead of waiting for candidates to come to you, Beesla actively finds candidates that match your role criteria.

If your workflow depends on inbound applications, Beesla complements that process but does not replace job boards.

Beesla Is Not a Resume Database

Beesla does not rely on static resume databases or keyword indexes.

You are not:

• Searching uploaded resumes
• Filtering by keyword density
• Sorting by who optimized their profile best

Beesla evaluates real profiles based on experience, role fit, and context. This reduces resume spam and keyword gaming.

Beesla Is Not an ATS

Beesla is not an Applicant Tracking System.

It does not handle:

• Application workflows
• Interview scheduling
• Offer management
• Compliance tracking

Beesla is designed to sit before an ATS in the hiring process.

Most teams use Beesla to build shortlists, then move selected candidates into their existing ATS.

Beesla Is Not a Mass Outreach Tool

Beesla does not automate outreach, sequencing, or bulk messaging.

There are:

• No email blast features
• No automated follow-ups
• No volume-based messaging tools

This is intentional. Beesla is optimized for quality over quantity.

You decide who to contact and how.

Beesla Is Not a Black Box

Beesla does not return unexplained scores or opaque rankings.

Each candidate includes:

• A relevance score
• A written explanation of why they match the role

This allows recruiters to apply judgment and context instead of blindly trusting an algorithm.

Beesla Is Not Priced Per Seat

Beesla does not charge based on:

• Number of users
• Number of recruiters
• Number of seats added

Pricing is based on usage, not headcount.

This allows teams to collaborate freely without worrying about additional seat costs.

Beesla Is Not Built for High-Volume Resume Screening

Beesla is not designed to review hundreds or thousands of applicants for a single role.

It works best when:

• You want a curated set of strong candidates
• You value signal over volume
• You want to move quickly from sourcing to outreach

If your hiring process depends on volume filtering, Beesla may not be the right tool for that stage.

How to Use Beesla Correctly

Beesla works best when you:

• Use it for proactive sourcing
• Write clear role descriptions
• Review ranked results
• Build shortlists before outreach

Understanding what Beesla is not helps you get the most value from what it does well.

What’s Next

To start using Beesla effectively, see Getting Started.

To understand how searches and prompts work, see Natural Language Search.