Share the link with your teammate evaluating GoPerfect, and the third voice when they're back. No one should need another call just to decide.
js@gomokka.com
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Your current shape
The volume problem sits on the screening side, not the sourcing side. 75% of candidates already come through Indeed, so top-of-funnel is handled. The bottleneck is deciding who's worth a recruiter's time.
Paycom enters the picture only after a candidate clears first interview. Before that, screening runs on spreadsheets + Indeed tools — hard to audit, hard to share, hard to scale.
Human interview time is the scarcest resource. Every interview with a candidate who shouldn't have reached that stage is a direct cost to the team's capacity for the ones who should.
4–5 hiring classes a year at ~45 hires each. Next posting is August/September, which means the tool needs to be fully live and learned by early July — no room for a slow rollout.
You're leaning Mokka, a teammate is leaning GoPerfect, and a third voice is still out. You wanted something concrete that the whole team could read on their own time before regrouping.
Mapped to your bottleneck
Mokka vs GoPerfect — the full deck
A 9-slide walkthrough built around your setup: feature comparison with the "why" behind each row, where GoPerfect's sending model falls over at volume, pricing for unlimited usage, and a July implementation timeline. Share with your teammate — it's self-contained.
Open the comparison deck →Fitting into your current setup
You're running a hybrid stack: Paycom (ATS post-first-interview), spreadsheets for pre-interview tracking, and Indeed for inbound + screening tools. Mokka slots in without forcing a stack change.
Indeed stays as your inbound source
75% of your candidates come through Indeed. Mokka ingests applications from Indeed (and any other source) via ATS sync, email forwarding, or direct application link — whatever's easiest. Nothing upstream changes.
Paycom stays where it is (no integration needed by default)
Paycom only enters your process after the first interview, for employee record setup and payroll. That's a natural human decision gate, not a sync point — so Mokka doesn't need to plug into Paycom to run your screening. Your team continues to add the handful of hires-track candidates to Paycom the same way they do today.
Optional add-on: if you later want a direct Paycom hook (HRIS employee creation at offer, or custom ATS-layer sync), that's available as an add-on and we'd scope the implementation work separately.
Spreadsheets go away (quietly)
The pre-ATS spreadsheet layer becomes redundant — Mokka's dashboard replaces it. Your team reviews ranked, evidenced candidates in one place instead of four tabs.
Class scheduling fits your cycle
Job posts 5–6 weeks before a class, interviews 2–4 weeks before start, ~1.5 weeks from application to offer. Mokka's workflow mirrors this — no forced rearrangement of your timeline.
Your path to live in July
Step 1 — Regroup with your team
Share this room with your teammate evaluating GoPerfect and the third voice when they're back. The comparison deck is self-contained — everything the team needs to align is here.
Step 2 — 20 minutes with Jane
Once your team has had a look, a short follow-up to answer questions and walk through what July implementation looks like against your hiring calendar.
Step 3 — Sandbox with a real role
Before signing, load one of your upcoming roles into a Mokka sandbox and see actual applicants flow through. Decision on a real artifact, not a sales pitch.
Ready when you are
Open the comparison deck above, or grab time whenever works for your team.
Schedule call