Example 3 of 4 · HR
Have you ever lost a strong candidate because their application sat unread?
They applied on Monday. Someone opened it on Thursday. By then they'd accepted another offer.
3 signs this fits you
- Each opening draws dozens or hundreds of applications.
- Recruiters read every one by hand before anyone calls.
- Booking a single interview takes three emails or more.
When we'd say skip it
Hiring a few people a year? Read every application yourself. Five applicants per opening? Your problem is reach, not screening. We'd point you there instead.
Where it stalls: the screening pile
- Opening approved
- Posted
- Applications in
- Screened
- Shortlisted
- Interviews booked
- Offer
- Start
Screening is the narrow point, so good people go cold waiting. Requirements get checked by eye, late on a busy day.
Every interview needs its own round of emails. Monday's best applicant is gone by Thursday.
In staffing, it's the job order due this week. In home health, it's the caregiver role in a hard-to-staff area. In manufacturing, it's the second-shift operator.
What we'd build: a same-day shortlist
It reads each application against the requirements you wrote, ranks the fit and shows its reasons.
What changes: recruiters call the right people first
- Every application is read the day it arrives.
- Each one is checked against your requirements, line by line.
- Strong fits are offered interview times straight away.
- Recruiters spend the day talking to people, not sorting.
What it's worth: hours sorted, people kept
- Count the applications your team reads each week.
- Multiply by the minutes each one takes.
- Multiply by your recruiters' hourly cost.
Then count the good candidates who took another offer first. That loss never appears on a report.
Shortlist · home-visit aide opening
71 applications since yesterday
- Meet every requirement
- 17
- Active certification, own transport, weekend availability.
- Meet most
- 9
- One item to confirm by phone.
- Miss a hard requirement
- 45
- Interview times offered
- 12
- The strongest fits, from the recruiter's calendar.
A recruiter decides who moves forward.
How it runs, step by step
Open all 6 steps
When it runs
As each application arrives.
What it reads
Your applicant tracking system, such as Bullhorn, JobAdder or ClearCompany. The job boards that feed it. Your calendar, for interview slots. We confirm each one in the first conversation.
The 6 steps
- Reads the application and résumé.
- Checks it against the role's written requirements.
- Sorts it: strong fit, close fit, or missing a requirement.
- Shows the reason for each, line by line.
- Offers interview times to strong fits.
- Sends the recruiter one short list each day.
Who signs off
A recruiter decides every step for every candidate.
What it never does
It only checks the requirements you wrote. It never rejects anyone on its own. It never reads age, race, gender or another protected trait into a score.
What we'd need from you
Access to your applicant system. Written requirements for each role. Fifty past applicants, hired and passed on.
It usually comes with
- New-starter onboarding, so the hire does real work in week one.
- Credential tracking, so licenses and checks are tracked from day one.
- Scheduling, so new people join the rota once they're cleared.
You become the employer good people hear from first.
Strong candidates hear back the day they apply, while they're still free.
Your version will differ from this one. Working out what yours looks like is what the first conversation is for.
1 conversation. About an hour. Free.
It's with one of our co-founders. It needs no access and no preparation.
A person answers every request, usually within one working day.