Why does every new hire still mean chains of emails and reminders?
Interview scheduling, candidate updates, offer paperwork and onboarding checklists take time your team needs for people. We design workflows that handle the coordination, while recruiters and managers make every hiring decision.
No upfront consultation fee. Free discovery and a free tailored proposal.
Pick the one that sounds most like your hiring week.
None of this is the hiring decision. It is everything around it, and it adds up.
An application-to-interview example. Recruiters still decide who moves on; the sorting, booking and updating around that decision move to the workflow.
People decide who gets hired. The workflow makes sure candidates aren't left waiting on admin.
Four common places to begin. What each one connects to depends on your ATS, calendars, HR systems and the agreed scope.
From applications on several job boards to one list, with summaries against your criteria for a recruiter.
From a candidate moved to interview to offered slots, a booked panel, reminders and reschedules handled.
From an approved hire to a drafted offer, collected documents and a first-day checklist with owners.
From leave, claims and letter requests in chat or email to policy answers, routed requests and a log for HR.
Adjust the assumptions to match your team. The default example: 300 hiring and HR admin tasks a month at 12 minutes each is 60 hours of manual work.
300 tasks × 12 min ÷ 60 = 60 hours
A solution showcase for CV screening and interview scheduling: the system summarises, recruiters decide.
Hiring affects people's livelihoods, so judgement stays with your team and the system keeps a record of what it prepared.
Offers and hiring decisions wait until a person approves them.
Roles, application volumes, stages, the tools involved and where candidates or new starters are left waiting.
Realistic targets, what your ATS and calendars let us connect, the privacy points to agree and how results will be checked.
One bounded workflow, such as interview scheduling or onboarding, with agreed deliverables, responsibilities and a private quote.
No upfront consultation fee. Free discovery and a free tailored proposal.
Start the free conversationStraight answers about scope, data, ownership and support. Can’t find yours? Ask us directly below.
It takes on the repetitive coordination that slows hiring down: organising applications, scheduling interviews, sending candidate updates, drafting offer letters, tracking onboarding and handling routine HR requests. Your team spends its time on people and decisions.
It supports screening; it doesn't replace it. Applications are organised and summarised against the role requirements you set, and recruiters make every shortlist and hiring decision. Consent, bias, privacy, retention and local employment requirements are reviewed with you before launch, and candidates can ask for their data to be corrected.
Yes. It checks your panel's calendars, offers slots, books the interview, sends invites and reminders and handles reschedule requests, so recruiters stop managing long email threads.
Yes. Once a hire is approved, it can draft the offer from your templates for HR to approve, send forms, collect documents, raise IT and equipment requests and track each new starter's checklist to the first day.
Usually not. We check how your ATS, calendars and HR records can be connected, through APIs, supported integrations or exports, and build around them. If something can't be connected reliably, we say so before any build starts.
Failed bookings or syncs are retried, then flagged to a recruiter rather than failing silently. Missing documents trigger a request, and anything unusual, such as a non-standard offer, waits in a review queue for HR.
We agree consent wording, what data is collected, how long it is kept and how candidates can ask for corrections or deletion. The system uses only the ATS and HR permissions it needs. Data handling, AI providers and hosting are confirmed per project, in line with your privacy notice and local requirements.
It depends on the stages in scope, your systems and the approvals involved. We confirm a timeline in the initial plan after the free discovery, and begin with one workflow, such as interview scheduling.
We'll help map your hiring and onboarding steps, estimate the potential impact and agree a practical first workflow, with your team keeping every decision. Start with a conversation. No obligation.
