Category
ATS
Rating
4.5/5 (69 Reviews)
Availability
HQ
Walnut, United States
Pricing
From $4,800/year
Free tier
No
Best for
Also in
Capabilities
What is Kula?
Kula is an applicant tracking system for in-house recruiting teams that brings sourcing, screening, interview scheduling and analytics into a single workflow rather than requiring separate tools at each stage. A job is tied to a requisition that can require approval before opening, and it carries its own sourcing channels, candidate pipeline, scorecards and a job-level dashboard for tracking inflow and hiring progress. Its system of record covers candidates and job pipelines, alongside a CRM for passive candidate pipelines and a branded career site builder. AI Scoring ranks applicants on education, experience and skills, and AI Notetaker transcribes interviews and populates scorecards. Kula is NYC Local Law 144 compliant and holds a Warden AI audit covering its use of AI in hiring, which is a named external check rather than a vendor claim.
What are Kula's key features?
AI Scoring ranks candidates on education, experience, and skills in one click.
AI Notetaker transcribes interviews and populates scorecards automatically.
A sourcing CRM and automated LinkedIn outreach run inside the same system as the ATS.
Kula is NYC Local Law 144 compliant and holds a Warden AI audit for AI use in hiring.
A Chrome extension sources candidates from LinkedIn and GitHub into the pipeline.
How do in-house recruiting teams use Kula?
- Your recruiting stack has grown to several tools that do not share data, so candidate context gets lost between stages.
- Your team pays separately for sourcing, scheduling, and note-taking tools that still need manual handoffs between them.
- A hiring manager asks for a pipeline update and building the report takes longer than the conversation it supports.
- Candidates apply through a job board but you cannot trace which source actually produced hires that stayed.
Who is Kula best for?
- Mid-market in-house teams wanting ATS, sourcing, scheduling, notetaking, and analytics in one place
- Recruiting teams replacing a legacy ATS that want headcount-based pricing without feature gates
- Teams that need NYC Local Law 144 compliance and an externally audited AI scoring model in their ATS
What are Kula's pros and cons?
Pros
- Headcount-based pricing covers unlimited recruiters and hiring managers without per-seat charges.
- AI candidate scoring, interview note-taking and scheduling are native with no usage caps.
- Job descriptions, sourcing outreach and interview summaries generate from a single job record.
- A published starting price with no hidden add-ons lets teams compare cost before a sales call.
Cons
- The platform covers pre-hire workflows only, with no payroll or performance management.
- Headcount-based pricing means cost scales with company size rather than with recruiter seats.
- Consolidating a fragmented stack means migrating data out of several tools at once.
What are people saying about Kula?
Reviewers generally praise how quickly teams get productive on Kula, particularly the AI notetaker, resume scoring and the hands-on implementation support. The recurring criticism is maturity, with some reporting that basic ATS functions are still missing and that reporting is not customisable enough as hiring volume grows.
Consolidated from 69 reviews across G2 · Updated August 14, 2026
How does Kula compare to alternatives?
| Feature | Kula | Ashby | Gem | Loxo | RecruitCRM |
|---|---|---|---|---|---|
| Category | ATS | ATS | ATS | ATS | ATS |
| AI-first | |||||
| API | |||||
| MCP | |||||
| GDPR | |||||
| Best for | In-House | In-House | In-House | Agency | Agency |
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Frequently asked questions about Kula
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