Pipeline and candidates

One board for every candidate, first apply to signed offer.

Each role gets a kanban pipeline you drag candidates across, from Applied to Offer. Behind it sits a searchable talent pool, a public careers page, and every inbound source, so the whole hire lives in one place instead of a spreadsheet and four inboxes.

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Talent pool

Your whole talent pool, one search.

Every candidate who has ever touched a role stays in one searchable pool, tagged by skill, role, and the source they came in from. Filter it down to the people you want, reuse them on the next opening, and bring in candidates from another system with a CSV import.

Search and filter by skill, role, and source
Reuse candidates across roles, not just one opening
Import candidates from any system with a CSV

Careers page

A public careers page that screens for you.

Publish your open roles on a branded careers page on your own domain. Add screening questions to each posting so the things that disqualify an application get asked up front, and every applicant lands straight on that role’s pipeline.

Branded careers page on your own domain
Per-role screening questions asked up front
Applicants land directly on the pipeline

Referrals & agencies

Every source, the same pipeline.

Direct applies, employee referrals, and agency submissions all arrive in one inbound queue, each carrying where it came from. Add anyone to the right role in a click, and the source stays on the candidate so you always know how they reached you.

Employee referrals and agency submissions in one queue
Source stays on the candidate through every stage
Add an inbound candidate to a role in one click

What's inside

A real system of record for the whole hire.

The parts that keep a pipeline honest and in one place, with no scoring or compliance theatre bolted on.

Kanban per role

Drag candidates across stages on a board scoped to one vacancy.

Custom stages

Name the stages a role moves through and reorder them per pipeline.

Resume parsing

Pull structured fields out of an uploaded PDF or text résumé.

Candidate import

Bring candidates in from another system with a CSV upload.

Screening questions

Gate an application on the answers that decide eligibility.

Source on every candidate

Careers page, referral, or agency stays attached through the pipeline.

Good to know

Questions, answered plainly.

Yes. Export your candidates to a CSV from whatever you use today and import them into the talent pool. There is no named-vendor sync to set up; the CSV path works from any system, and résumé parsing fills in structured fields as records come in.

Pairs well with

Structured interviewsDesign the interview before the call, with timed sections and a question bank.Scorecards and decisionsEveryone scores on the same scorecard, and scores lock before anyone sees anyone else.

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Run your next interview on the same standard for every candidate.

A complete applicant tracking system, postings, pipeline, scheduling, and offers, with structured interviewing built into the core. I'm early, by design, and I'm building it with a short list of teams who care about getting this right. It's a narrow door on purpose.

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