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The problem it solves
Most hiring damage is not a bad decision, it is a slow one. A strong candidate sits in screening for eleven days because the person who meant to reply got busy, and by the time anyone writes they have accepted elsewhere.
It is worse in geo-flexible hiring, where candidates are often talking to employers in three countries at once and the fastest respondent tends to win.
How it works
Stages that move themselves
Set rules to advance candidates when a condition is met, so routine progression does not wait on somebody remembering.
Templated stage messages
Each stage can send a message you wrote once, so candidates hear something at every step rather than nothing in between.
Reminders on the ones stuck
Anyone waiting longer than your threshold is surfaced, because the candidates you lose are the ones nobody noticed had gone quiet.
What you get
- Candidates who always know where they stand
- Automatic progression for the routine steps
- A standing list of who has been waiting too long
- Shorter time-to-hire without adding admin
What it looks like
Illustrative example — your own rules and templates drive the pipeline.
Common questions
Will it send rejections automatically?+
Only if you configure it to, and we would suggest not for late stages. An automated rejection after a final interview reads exactly as badly as it sounds, and candidates talk to each other.
Can I edit a message before it goes?+
Templates are written by you and can be edited per candidate before sending. Nothing is generated and sent without a template you wrote.
What if I would rather do it manually?+
Automation is opt-in per stage. You can run the whole pipeline by hand and still get the reminders, which is a sensible setup at low volume.
Does it work across several jobs?+
Yes. Rules are set per job, so a seasonal pipeline can move on a different rhythm from a senior remote role.
Hire someone who can work from anywhere
Post a role and this comes with it. No contract, no seat licences, no sales call.
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