Hiring pipeline view
Good applicants hear back in a day, not a week. Every applicant and open role sits in one place, screened and scheduled before you look.
Hours back
3 hrs a week while hiring
How it runs
What we build, step by step.
This is the usual shape. Yours gets built around how your team actually does the job.
- 01
Applicants gathered in one list
From job boards, the careers inbox and referrals, with each person's CV and answers attached.
- 02
Screened against your must-haves
Licence, tickets, experience, location and availability checked against what you said you need, with a short reason for each.
- 03
Interviews arranged
Shortlisted people are offered times from your calendar and reminded the day before, capped at a few a day so your week isn't swallowed.
- 04
A weekly view of every open role
How many applied, who's shortlisted, who's interviewed, and where each one is waiting.
- 05
Replies to everyone
Candidates who aren't a fit get a polite reply drafted for you to approve, so nobody is left hanging.
Shown with software we see a lot. If your team uses something else, we build it into that instead.
Built for your business
Same job, different business. We build yours.
Two firms in the same trade rarely run a job the same way. Different software, different steps, different people signing off. We build it for your business, around how your team actually does the job.
Your steps
Built around the order your team already works in, odd exceptions included.
Your software
Runs inside the tools you already pay for, set up the way you use them.
Your rules
Your wording, your limits, your sign-offs. Nothing generic goes out in your name.
You sign off
Your team keeps the final say.
You or your manager decide who gets interviewed and who gets hired. The screening shows its reasons, and you can override any of them.
What it's worth
What those hours add up to.
3 hrs a week while hiring
Typical, not promised.
Before and after
The job, before and after.
How it runs today
Applications arrive on Indeed, by email and through people you know. You look at them late at night, lose track of who you've rung, and good candidates take another job while you're catching up.
What we build
- Applicants gathered in one list
- Screened against your must-haves
- Interviews arranged
- A weekly view of every open role
- Replies to everyone
A month in
Good applicants hear back within a day, so fewer of them take another job while you're catching up. You can see at a glance how close each role is to being filled.
FAQ
Is it fair to screen applicants this way?
Yes, because the screening only checks the requirements you set, like a licence or a ticket, and shows its reason for every applicant. A person makes every decision about who moves forward.
Is a hiring pipeline worth it if we only hire a couple of times a year?
Yes. The hiring pipeline sits quietly until you post a role. Seasonal businesses usually get the most out of it.
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