solutions · scale-ups (50–500)
Ten open roles, three hiring managers, two countries. The challenge is no longer attracting candidates: it's evaluating candidate number 400 just as well as candidate number 4.
24
funnel, source and time reports
100%
scorecards calibrated across interviewers
2
calendars supported: Google and Outlook
0
email chains to schedule interviews
The same candidate is a 9 for one and a 5 for another. Without calibration, the decision is just noise.
Coordinating the candidate with HR, the manager and leadership takes longer than the interview itself.
Where are candidates dropping off? Which source brings the best hires? Nobody knows — with data.
01
Each job with its stages, thresholds and tests. Company defaults so you never start from scratch, customization where it matters.
02
HR, manager and director: each interview with its owner, their calendar (Google or Outlook) and an independent evaluation.
03
Blind evaluation across interviewers; AI spots discrepancies and suggests the points to discuss.
04
Availability is cross-referenced across all calendars and the candidate picks a slot. Rescheduling included, no email chains.
05
24 reports: funnel, sources, pass rate per stage, time-to-hire, recruiter productivity — with AI-generated insights.
06
Jobs go through the right people before going live. Sequential or parallel, with full traceability.
07
Don't start from scratch every vacancy: a talent base with consent and automated email campaigns that re-engage past candidates when a new job is a match. With open and click tracking.
«The difference between growing and losing control is being able to defend every hire with data.»
why scale-ups choose process over improvisation