Small teams and hiring managers

Hiring is not your job

You are a founder, a department head, an operations manager, or the one person in HR. Hiring is something you do on top of everything else, a few times a year, usually when you are already busy.

Then the posting goes out and 400 applications arrive in a week.

There is no recruiting team to hand this to. There is no screening process, because until now you have never needed one. So it becomes evenings and weekends, or it becomes whoever applied first.

You wanted an employee, not a second career in resume review

The realistic options have been: read all of it, read some of it and hope, or pay someone else to read it.

There is a fourth. Write down what actually matters for the role, screen the batch against it, and review the people who clear the bar.

• Setting up a role takes minutes, not a procurement cycle.
• The criteria are yours, in your words, for this specific job.
• You see why each candidate surfaced, so you can sanity check the reasoning.
• No one is sent a rejection unless you send it.

Hiring occasionally is the hard case

Teams that hire constantly build a process. Teams that hire twice a year never get the chance, which is exactly when a screening problem hurts most.

This is built for that: useful the first time you use it, with nothing to maintain between roles.