Keka Hire: you are scored on five parameters, one is your employer
Keka is common at Indian mid-market employers and it is unusually candid in one respect — it prints its parsing rules on the application form where you can read them. It is also candid about something less comfortable: its scoring can weight the prestige of the company you currently work for.
Keka Hire serves career portals at <company>.keka.com/careers, and no candidate account is required to apply. Keka states its parsing rules on the application form itself: it parses doc, docx, pdf, rtf, txt, odt, htm, html, docm, dotm, dot and dotx, allows a maximum of 10 MB, and tells you the upload will auto-fill the relevant fields. Keka documents a Candidate Profile Score that evaluates applicants against five named parameters — job profile, skills, experience, educational degree and previous organisation — with weightings the employer sets, and its own documentation gives prioritising candidates from Google, Apple and Microsoft as a worked example. Keka also documents workflow automation that can archive and send a rejection email the moment a candidate is added to a job, most commonly on a minimum-experience condition.
Keka at a glance
Keka is an Indian HR platform used heavily by mid-market employers in India — technology services firms, manufacturing, healthcare, retail chains and professional-services businesses, typically in the range of a hundred to a few thousand employees. If you are applying to an Indian company that is larger than a Zoho Recruit shop but not a Workday enterprise, Keka is a realistic guess.
How to tell a company is using Keka
You almost never have to guess. Most employers host the application on the vendor's own domain, so the URL in your address bar names the system outright.
<company>.keka.com/careersThe career portal, on a tenant subdomain of keka.com. Observed live in August 2026, including on Keka's own tenant at hr.keka.com/careers.
<company>.keka.com/careers/jobdetails/<numeric-id>The job detail page, with a short numeric id rather than a UUID or slug.
<company>.keka.com/careers/applyjob/<same-id>The application form, sharing the job's numeric id. If you can see this path, everything on this page applies to you.
Job listings embedded on the employer's own websiteKeka documents an embed that injects job listings into a container on the company's main website. Importantly, the embed only moves the listings — the application itself still happens on keka.com, so watch where Apply takes you. We could find no documented option for a fully custom career-portal domain that hides Keka.
Other giveaways
- An 'Upload Resume/CV' control whose helper text reads that it will auto-fill all the relevant fields for the application, with a 10 MB maximum stated inline.
- A long list of parseable file formats printed directly beneath the upload control — unusually, on the form rather than buried in documentation.
- A consent line above the Apply Now button stating that by applying you accept the data processing terms under the privacy policy.
What applying through Keka actually looks like
- 1
You open the career portal and pick a role
Keka career portals list roles on the employer's keka.com subdomain. Employers can additionally embed those listings into their own website, but Keka documents the embed as injecting listings into a container — the application itself stays on Keka.
- 2
You apply without creating an account
Observed on a live Keka portal in August 2026, the application form rendered directly with no login wall, no sign-in prompt and no account creation step. This makes Keka noticeably lighter than Darwinbox, whose current candidate portal pushes you to a login before you can apply at all.
- 3
You upload a resume and it fills the form
Keka's form states this itself rather than leaving you to guess: the upload will auto-fill all the relevant fields for the application. That is a clear prefill claim, which is more than most vendors in this family offer — though Keka never publishes which specific fields it fills, so check the result.
- 4
You complete an employer-configured field set
Keka documents that employers can reorder and customise both system fields and custom fields, globally or per job, and that custom candidate fields can be scoped so they appear on the careers page specifically. Observed live, the form asked for name, phone, email, gender, date of birth, experience, current and expected salary, notice period, preferred and current location, skills and last working day — a distinctly Indian-market field set that Western systems rarely request.
- 5
If parsing fails, you type it in yourself
Keka ships an explicit failure state on the form, telling you it was unable to process the file and to add the details below manually. As on Greenhouse, a failed parse is friction rather than rejection — the application continues.
How Keka reads your resume file
Each claim below is labelled. Vendor-documented means Keka publishes it in its own help or product documentation — the sources are linked at the foot of this page. Not vendor-documented means it is consistently reported by applicants and recruiters but the vendor does not state it, so treat it as a sensible precaution rather than a rule.
Twelve parseable formats, listed on the form
Not vendor-documentedKeka's own application form states that it can parse resumes in doc, docx, pdf, rtf, txt, odt, htm and html, docm, dotm, dot and dotx formats. That is an unusually wide list — it includes plain text, OpenDocument, raw HTML and the Word macro and template variants. We are marking this observed rather than documented because it appears on the live careers portal rather than in Keka's knowledge base, but it is Keka's own text shown to candidates.
A 10 MB limit, stated twice
Not vendor-documentedThe form states a maximum of 10 MB for the resume, and repeats a 10 MB maximum on the separate additional-documents control. That is far more generous than Naukri's 2 MB profile limit and roughly in line with the mid-range of this family.
Keka tells you when the parse failed
Not vendor-documentedThe form carries a pre-built message stating it was unable to process the file and asking you to add the details manually. Two things follow. First, a failed parse does not end your application. Second — and more useful — you will actually know it happened, which is more than Ashby or Greenhouse give you.
Keka does not name its parsing engine or list extracted fields
Not vendor-documentedWe looked through Keka's help centre, its integrations list and its public developer reference, and found no third-party parser named and no enumeration of which fields the parser populates. The form's promise of all the relevant fields is as specific as Keka gets. Its integrations documentation covers job boards and assessment vendors — Indeed, LinkedIn, Mercer Mettl, HackerEarth — but no parsing vendor.
No candidate-facing formatting guidance exists
Not vendor-documentedKeka's knowledge base is written entirely for HR administrators and recruiters; there is no candidate help centre and no published advice on columns, tables, images or fonts. Since Keka does document that a failed parse falls back to manual entry, the stakes here are lower than on systems where a bad parse quietly costs you a search result — but the universal fundamentals still save you the retyping.
Resume formatting rules that matter for Keka
Generic "ATS-friendly" advice is mostly one-size-fits-none. These are the choices that change what Keka specifically does with your file.
Keka documents skills as one of five scored parameters, and separately documents that required skills defined for a job are published on the careers page so candidates can see the expectations before applying. The structured field is what the score reads.
This is the highest-stakes field on a Keka application. Keka's own worked example of workflow automation archives a candidate when experience is below a minimum, firing at the moment the candidate is added to the job. An experience field that parsed wrongly or was left vague is the likeliest way to be auto-archived here.
Keka documents that required skills are published to the careers page precisely so candidates understand expectations, and that the same skills automatically generate the interviewers' scorecard. You are being told the assessment criteria in advance — comparatively rare, and worth using.
Keka's forms request current and expected salary, availability in days and both current and preferred location as standard. These are the fields Indian recruiters filter on hardest, and a blank or wildly out-of-range value is a practical exclusion even where no automated rule exists.
Keka's stated limit is 10 MB. And although its parseable list is unusually wide, exotic entries like .dotm or raw .htm are template and markup formats rather than sensible resume choices. A text-based PDF or DOCX remains the right call.
Keka says the upload auto-fills the relevant fields but never publishes which ones. Since experience is both a parsed field and the field its documented auto-archive rule reads, an incorrect parse here has consequences beyond tidiness.
Our free ATS checker reads your resume the way a parser does and shows what it could and couldn't extract — no signup, no card.
What screening really happens inside Keka
The Candidate Profile Score, and its five parameters
Keka documents a Candidate Profile Score measuring how well a candidate matches the job description, evaluating applicants against five named parameters: job profile, skills, experience, educational degree and previous organisation. Employers assign weightings to each, and Keka calculates individual parameter scores plus an overall aggregate. Where no values are added to a parameter, no weighting applies. Recruiters can hover a score to see the breakdown.
Your current employer is an explicitly sanctioned input
This deserves stating plainly because candidates rarely hear it. Keka's documentation offers, as its own worked example, prioritising candidates from Google, Apple and Microsoft — adding those organisations so that candidates with that background receive a higher score. Whatever one thinks of it, it is the vendor documenting brand-of-employer as a scoring parameter, and you should know it exists.
Scoring is automatic, and framed as a bias reduction
Keka documents that new candidates automatically receive a profile score, and presents the feature as adding a numerical, standardised layer to evaluation to make shortlisting fairer and more consistent. It is worth noting the tension: a parameter rewarding previous employers is a defensible consistency mechanism and a questionable fairness one, and Keka publishes both the framing and the example.
Automatic rejection is real here, and fires on application
Keka documents workflow automation built from an event, conditions and actions. The available events include a candidate being added to a job; conditions can use candidate attributes, source, candidate info and screening questions; and the actions include archive and reject with notification. Keka ships auto-archiving on minimum work experience as a named quick template, and its own worked example is exactly that: candidate added to job, experience below minimum, archive and send a polite rejection email. That fires before any human sees the application.
The rules support proper boolean logic — and can be delayed
Keka documents condition groups combined with All meaning AND and Any meaning OR, with logic between groups, and a constraint that the same condition type cannot appear twice in one group. Separately it documents the ability to delay the archive email. So as on Ashby, a rejection arriving days later is not evidence that a person considered you.
Keka's AI does not screen resumes
Worth saying because the assumption is automatic. Keka's published AI features are narrow: AI-generated summaries of interview feedback, and AI-generated interview questions. Neither touches resume screening, and the Candidate Profile Score is documented as a weighted rule engine rather than as AI. On this platform the thing evaluating you is arithmetic an employer configured.
Keka myths worth dropping
Keka's AI reads and ranks your resume.
It does not, on Keka's own account. The two AI features Keka documents generate interview questions and summarise interview feedback. The scoring that affects you is the Candidate Profile Score, documented as a weighted evaluation across five parameters with employer-set weightings — a rule engine, not a model reading your prose.
No Indian mid-market ATS actually auto-rejects people.
Keka documents that it does. Its workflow automation ships auto-archiving on minimum work experience as a named template, triggered when a candidate is added to a job, with archive-and-notify as the action. It is employer-configured and it runs on a structured field — but it is genuine automatic rejection at the point of application.
You need a Keka account to apply.
No. Observed live in August 2026, a Keka application form rendered with no login wall or account step. Keka does document a Candidate Portal, but that is an onboarding surface covering offer details and joining-day tasks — it is not an application tracker, and it appears after an offer rather than before one.
Keka only accepts PDF and Word files.
Its own form lists twelve formats, including txt, odt, htm, html and the Word macro and template variants docm, dotm, dot and dotx. That is one of the widest lists in this family. It does not follow that you should use them — a text-based PDF or DOCX is still the sensible choice.
Keka ATS — common questions
Sources
Vendor-owned documentation behind the "vendor-documented" claims above. Software changes — if you spot something out of date, tell us and we'll correct it.
- Keka — Managing candidate profile score (five parameters, weightings, the previous-organisation example)
- Keka — Workflow automation in Keka Hire (auto-archive events, conditions and actions)
- Keka — Define required skills for a job (skills published to the careers page; auto scorecard)
- Keka — Managing your career site (embed behaviour)
- Keka — Rearranging fields in candidate application forms
- Keka — Candidate job fields (fields shown on the careers page)
- Keka — Managing the selection process (pipeline stages; assessments; archive reasons)
- Keka — Managing the candidate experience portal (an onboarding surface, not an application tracker)
- Keka — Live careers portal (the parsing spec and 10 MB limit as shown to candidates)
Last reviewed 2026-06-02. Keka is not affiliated with ApplyVita, and this page is not endorsed by them; product names are used for identification only.
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The ApplyVita Career Team builds the resume-scoring and job-matching tools at the core of ApplyVita. Our guidance is grounded in the same four-component ATS rubric our product scores resumes on — content and impact, keyword match, formatting, and skills — and in current recruiter and hiring-manager practice. Every guide is checked against that rubric before it is published, and updated as hiring norms change.