Stop losing candidates at the offer stage

Where offers are lost

Offers are rarely lost on one thing. Published research points to pay, flexibility and a slow or impersonal process, which are often settled late in the hiring process.

1.0 million people in Australia changed jobs in the year to February 2026, a job mobility rate of 7.2%. (Australian Bureau of Statistics)

• 88% of Australian employers lost at least one candidate in the past year. (Robert Half)
• 31% of employers named a salary or benefits package that was not competitive as a reason. 32% named a better offer elsewhere. (Robert Half)
• 29% named a lack of flexible work, and 22% a hiring process that was too long or impersonal. (Robert Half)
• 48% of candidates accepted their most recent job offer in the fourth quarter of 2025, down from 85% two years earlier. (Gartner)

Source: Australian Bureau of Statistics. Job mobility, February 2026, released 31 July 2026. The rate was 7.7% a year earlier. https://www.abs.gov.au/statistics/labour/jobs/job-mobility/feb-2026

Source: Robert Half. Online survey of 500 hiring managers in Australia, October 2025, reported by Staffing Industry Analysts on 16 January 2026. https://www.staffingindustry.com/news/global-daily-news/most-australian-employers-lost-candidates-in-past-year-robert-half

Source: Gartner. Press release, 18 June 2026. Gartner does not say which countries the candidates were in. https://www.gartner.com/en/newsroom/press-releases/2026-06-18-gartner-hr-research-finds-48-percent-of-candidates-accepted-job-offers

These figures describe the market. They are not results from Indiploy customers.

Built to hire across borders

Indiploy is an international product. Each role has a country, with its own currency, employer charges and take-home estimate, and one company can run roles in several countries. These are the markets it is built for today.

• Australia: Super, fringe benefits tax and salary packaging, in Australian dollars. https://www.indiploy.com/solutions/australia
• New Zealand: KiwiSaver and fringe benefit tax, in New Zealand dollars. https://www.indiploy.com/solutions/new-zealand
• United Kingdom: Employer National Insurance and pension, in pounds. https://www.indiploy.com/solutions/united-kingdom
• Singapore: Employer CPF and the Skills Development Levy, in Singapore dollars. https://www.indiploy.com/solutions/singapore

How Indiploy helps employers

• Learn what each person values before you write the offer, so the first offer is one they already chose
• Compete on the whole package when you cannot win on base salary alone: leave, retirement contribution and the benefits you already offer
• Keep every package inside the limits and budget for the role, shown at true cost with employer taxes and charges
• Cut the back and forth: people build their package from a link, in their own time, without a meeting
• See how hiring is going in Analytics: where people stop, agreed offers, time to agreement, and cost against budget, with reports to download. Included in Enterprise and an add-on for Growing Business

How Indiploy helps candidates

• See what is possible for the role up front, without having to guess or haggle
• Choose the mix that suits your life: more leave, more retirement savings, more pay, or the benefits you will use
• See the effect of each choice as you make it, with a take-home estimate in each country
• Know that what you send is inside the employer's limits, so it can be agreed quickly

How Indiploy works

• 1. Set the limits: For each role, choose the country, then set the salary range, retirement contribution, leave, benefits and allowances a person may choose from, and a target budget.
• 2. Invite people: Invite candidates one at a time or from a CSV file. Each person gets a secure link.
• 3. They build a package: The person chooses salary, retirement contribution, leave and benefits inside your limits, and sees an estimate of their take-home pay as they go.
• 4. Review at true cost: See every package at face value and at true cost, which adds the employer taxes and charges for the country, with a budget fit score against the role's target.
• 5. Respond and record: Accept, counter or decline. An approver can be required first. Every step is recorded.

What you can do with it

• Role limits: Salary range, retirement contribution, leave, benefits and allowances set per role, so no package can go outside what you allow.
• Package builder for candidates: People build their own package from a secure invitation link. One person can be invited for more than one role.
• True cost with fringe benefits tax: Each benefit carries its tax treatment. Employers see face value and true cost. For Australia that adds fringe benefits tax using the ATO Type 2 gross-up. Figures are planning estimates, not tax advice.
• Take-home estimate and salary packaging: An estimate of take-home pay after income tax and the country's deductions, such as the Medicare levy in Australia, National Insurance in the UK, ACC and KiwiSaver in New Zealand and CPF in Singapore. It shows how pay changes with salary packaging where the role allows it: extra super, purchased leave or a novated lease in Australia, and extra pension, extra holiday or a cycle to work scheme in the UK.
• Roles in Australia, New Zealand, the United Kingdom and Singapore: Each role has a country. Amounts are shown in that country's currency, labels follow the country, and true cost adds the main employer charges there: KiwiSaver and fringe benefit tax in New Zealand, employer National Insurance in the United Kingdom, employer CPF and the Skills Development Levy in Singapore, each worked out for the person. Rates that are already announced start on their own date. One company can run roles in several countries.
• Budget fit score: Each submitted package is scored from 0 to 100 against the role's target budget, measured on true cost.
• Review, counter offers and history: Accept, counter or decline each package, with the full back and forth kept against the record.
• Approvals: A company admin decides who must approve a response, always or only when a package is over budget. Every plan has one approval step. Enterprise can chain several steps by role.
• Analytics and reports: For any period: how many people were invited, how many built a package, how many offers were agreed and how fast, what people chose, and how agreed packages compare with the role's budget. It uses your own records and can be downloaded as CSV. Included in Enterprise, an add-on for Growing Business, and open to every company during its free trial.
• Import and export: Import a shortlist from CSV with your own candidate references, export every package for a role to CSV, and download a one-page PDF summary of any package.
• Access and security controls: Role-based access, an audit log, cover for people on leave, a company password policy, and single sign-on with OpenID Connect on larger plans.
• AI helpers: Answers for candidates about their own package, a short summary of each submitted package for HR, drafts of invite notes, counter-offer messages and close-off emails, and a help assistant. Every figure comes from Indiploy, every answer is checked before it is shown, and every decision is made by a person. Included in Enterprise and an add-on for the other plans.

Who it is for

• HR and people teams who make offers and review packages
• Recruiters and talent acquisition teams who need to know what a candidate values before the offer is written
• Founders and smaller employers who compete on total value, not on base salary alone
• Reward and finance leaders who need every offer inside budget and policy

What Indiploy is not

Indiploy is not an applicant tracking system, a human resources information system, a payroll system or a discount or benefits marketplace. It works alongside the systems you already use, and it does not give tax or financial advice.

Plans

• Starter: Price on request. 30 tokens a month, one for each candidate invited. Small teams hiring a few roles at a time.
• Growing Business: Price on request. 150 tokens a month, one for each candidate invited. Teams hiring every month across several roles.
• Enterprise: Price agreed with you. The tokens you need. Larger employers with approval chains and procurement steps.

How to start

• Request a demo: Tell us about your company and we will contact you within one business day to arrange a 30 minute walkthrough, using a role you are hiring for.
• Get started: Start a 7 day free trial with no card. Send us your company details and we set up your workspace within one business day. The 7 days start when it is ready.

Questions and answers

What is Indiploy?

Indiploy is offer alignment software. An employer sets the limits for a role, such as the salary range, superannuation, leave and benefits. A candidate builds the package that suits them inside those limits, and the employer reviews it at true cost before responding.

Who is Indiploy designed for?

HR and people teams, recruiters, hiring managers, founders and reward leaders who want to know what a person values before the offer is written, and to keep every package inside budget and policy. It is an international product, built for employers hiring in Australia, New Zealand, the United Kingdom and Singapore.

Is Indiploy an ATS, HRIS or payroll system?

No. Indiploy covers the offer stage, after shortlisting and before the contract. It works alongside your applicant tracking, HR and payroll systems. You can import a shortlist from CSV and export results with your own candidate references.

Is Indiploy a discount-benefits platform?

No. Indiploy does not sell benefits or discounts. It lets people choose between the salary, super, leave and benefits you already offer, inside the limits you set.

How do I get started with Indiploy?

Request a demo, or use the Get started form to send us your company details. We set up your workspace within one business day and you start on a 7 day free trial. No card is needed.

Next step

Request a demo. Tell us about your company and we will contact you within one business day to arrange a 30 minute walkthrough, using a role you are hiring for. Or see pricing.