Sub-industry · Recruitment & Staffing
Watch every role move from applied to offer, and retire the spreadsheet.
We build the pipeline board that screens applications against the criteria your clients actually set, chases interview slots and feedback, and keeps every hiring call with your recruiters.
Applied
54
Screened
26
Submitted
11
Interview
6
Offer
2
Open roles · 3
Wed 22 Jul
Screening flagged a missing certification on 2 candidates for Meridian Foods. Recruiter notified, nothing auto-declined.
An open-roles board: applied through offer, one column per stage.
On the board
Time to hire, measured stage by stage
Time sitting in an inbox before screening
Same day
checked against role criteria as an application arrives
Time to a client-ready shortlist
5.4 days avg
from role brief to a shortlist a recruiter has reviewed
Interview scheduling turnaround
31 hrs avg
from a candidate agreeing to interview to a slot confirmed
Client feedback turnaround
3.8 days avg
chased on a fixed cadence until a decision comes back
Where a search stalls
What eats a recruiter's week
Applicant overload
A popular role can draw hundreds of applications, and reading every résumé by hand buries a recruiter before screening even starts.
Screening that drifts
Without a shared checklist, one recruiter's read of \"meets requirements\" isn't the next recruiter's, and the client notices.
A shortlist built too slowly
A strong candidate rarely waits around for a shortlist that takes a week to compile by hand.
Scheduling that eats the day
Chasing candidate and interviewer calendars for a single slot can cost a recruiter an afternoon per role.
Feedback that goes quiet
A client sits on interview feedback and a candidate is left waiting, with nobody chasing either side.
A candidate experience that slips
Silence between stages is the single fastest way to lose a candidate to a faster-moving offer.
The shortlist
Senior Backend Engineer · Meridian Foods
Four candidates cleared the criteria Meridian Foods set for this role. Availability and status are laid out plainly. Nothing here is a rank order, just what was checked.
Meets stated requirements
Meets stated requirements
Flagged: missing AWS certification
Meets stated requirements
Every name here matched the role brief on file. The recruiter decides who actually goes forward.
Screening criteria
Checked against what a role owner actually set
Every application is read against the criteria captured at intake. No house standard, no guesswork. A gap gets flagged for a recruiter; it never quietly removes anyone from the running.
Years of experience
5+ years backend engineering
RequiredCore stack
Go or Java, plus a relational database
RequiredCertification
AWS or equivalent cloud certification
RequiredNotice period
6 weeks or less
PreferredLocation
Within commuting distance or remote-eligible
PreferredThese are the criteria Meridian Foods set for this role. The assistant checks applications against them and flags gaps. It doesn't rank people or decide who's a good fit.
The pipeline, role by role
Every candidate exactly where a recruiter put them
Open a role and its candidates are sitting at the stage a recruiter moved them to, each with an availability line and a screening note pulled from the criteria on file. No score, no guesswork.
- Every candidate on the board sits at the stage a recruiter actually moved them to
- Screening notes reference the role's own criteria, never a generated score
- Interview slots are proposed against real calendars, never assumed booked
- Nothing on this board is a hiring decision. That stays with the recruiter and the client
Senior Backend Engineer
Meridian Foods · as of Wed 22 Jul
Note: availability and stage only, never a fit score.
See a role move
Watch one role's pipeline move from applied to a client-ready shortlist
Point us at one open role and its criteria, and we'll stand up the board, with screening, scheduling, and the feedback chase running against it live.
Interview scheduling
Slots proposed against real calendars, never assumed
Role & panel
Senior Backend Engineer
Meridian Foods
D. Farrow, Eng. Manager
K. Osei, Staff Engineer
Proposed slots
The feedback chase
A reminder that keeps going until someone answers
Day 0
Interview feedback requested from Meridian Foods
Day 2
First reminder sent, no response yet
Day 4
Second reminder sent, flagged to the hiring manager directly
Day 5
Feedback received: moving R. Delacroix to offer stage
A recruiter sets the cadence once. The chase runs itself until a client actually responds.
What the pipeline hands back
A candidate pipeline pre-loaded from the role brief, tracking every stage from applied to offer
Screening checked against the criteria a role owner actually set, with gaps flagged for a recruiter to review
A shortlist a recruiter reviews and releases before a client ever sees it
Interview scheduling coordinated across candidate and panel calendars
Client feedback chased on a fixed cadence, with every response logged to the role
A clean handoff of the pipeline and its history once a role closes
A cadence that already knows when to escalate
One overdue response is usually enough to see it work. Reminders run on the schedule a recruiter sets, stepping up to the hiring manager only once that schedule calls for it.
How it works
Set up once, then the board runs on its own
Load the role
A role brief and its criteria come off the client intake call onto the board. Nothing gets typed twice.
Screen on arrival
Applications are checked against that role's stated criteria as they land, with no weekly batch to wait for.
Chase what's outstanding
Interview slots and client feedback get chased on a set cadence until they actually land.
Hand back the board
Recruiters keep every decision. The board just keeps the pipeline honest and moving.
Questions
What recruiting leads ask first
Want to see it against a role you're working right now? We'll stand up a pipeline from the real brief.
Does the assistant rank or score candidates?
No. It checks an application against the criteria a role owner sets and flags what matches or is missing. Who goes on a shortlist, and who gets hired, is always a recruiter's and a client's call.
How does screening stay fair?
Every check runs against the same stated criteria for every applicant to a role (years of experience, certifications, availability), never against protected characteristics, and every flag is visible to the recruiter who reviews it.
Can it schedule interviews on its own?
It proposes slots against real candidate and panel calendars and tracks confirmations, but a recruiter can always adjust or override a proposed time.
What happens when a client goes quiet on feedback?
Reminders go out on a cadence a recruiter sets, escalating to the hiring manager directly if needed, until a response actually comes back.
Does it integrate with our ATS and CRM?
We connect to the applicant tracking and client systems you already run, so candidates, roles, and client relationships stay in sync in one place.
Elsewhere on the shortlist
More of Professional Services
Related services
What a staffing desk runs on
Every pipeline is only as reliable as the systems feeding it.
Let's talk
Running a large platform, shaping a first MVP, or getting a product ready for a funding round? Tell us where you are. We'll shape the process around it, and stay with you after launch.
