Hiring pipelines that treat recruiting as the operation it is.
Applicant tracking, AI screening briefs, structured interview workflows, and load-balanced ownership. The same recruitment engine we built for WAD Capital's CEO-in-Residence pipeline.
What we build here
Each is a real workflow, shipped or ready to ship. Pick the one that hurts the most first.
AI screening briefs from CV plus role context
One paragraph on every applicant, generated against the job's actual requirements. Updated automatically when the applicant moves stage.
Interview summaries from meeting transcripts
Zoom or Meet transcript in, structured interview notes and scoring rubrics out. Notes land on the candidate record, not in someone's Notion.
Round-robin ownership across the team
Named rosters of interviewers auto-assigned as applicants move through the workflow. Load stays balanced without a scheduler chasing anyone.
Structured interview workflows
Kanban pipelines per job. Every stage has its brief, its interviewer, its scoring rubric. No two hiring managers running two different processes.
Automated candidate communication
Stage transitions trigger the right email from the right person, with merge fields resolved to that person's meeting link and profile.
Scorecard aggregation and calibration
Interviewer notes rolled up into a decision-ready candidate score. Calibration reports flag reviewers whose scores drift from the panel.
Small releases into a real production system.
Treat the hiring pipeline as a real system
Stages, briefs, owners, SLAs. If your recruiting process lives in Google Docs and a shared inbox, that is the first thing to fix.
Automate the writing, not the judgement
AI writes briefs, summaries, and drafts. Humans make hiring decisions. Every automation logs who accepted what.
Scale without changing the process
The system that works for 20 candidates a month works for 200. Adding a new role does not need a new spreadsheet.
Your existing tools stay yours.
We read and write through the systems your team already uses. No parallel database of truth, no rip-and-replace.
For firms where hiring quality is deal quality, recruiting is not back-office admin. It is the operation.