Recruiting

• Today, not everything The first screen is the decisions waiting on you: candidates whose interview loop has reported in, reviews you owe, interviews on your calendar, and applications nobody has looked at yet.
• Roles with real stages Each role carries its own stages, viewable as a list or a board, with a focus view that hides everything you can't act on.
• Candidates from anywhere Applications arrive from your careers page, or you add a referral by hand with their résumé attached.
• Interviews on the schedule Book an interview from the candidate, and it shows up in your day alongside the review it will need.
• Independent reviews Colleagues can't read each other's reviews until theirs is in, so a strong opinion doesn't set the tone for the loop.
• Clear verdicts Strong yes through strong no, with the criteria each interviewer covered, so "we liked them" is never the whole record.
• Evidence with a source Every claim on a candidate cites where it came from: the résumé, an email, an interview transcript, a meeting, or a review.
• Roles you can close and reopen Closing a role takes it off your careers page and stops new applications; the pipeline and its candidates stay exactly as they were.

Open on the decision queue

Today gathers everything blocking a hire: loops that are complete and ready to decide, overdue reviews, the interviews on your own schedule, and first-look applications. When it's empty, you're genuinely caught up.

Move candidates through the pipeline

Advance, hold, move, reject, or mark hired from the candidate itself. Each action is recorded on the application's activity, so the history of a decision survives the person who made it.

Reviews stay blind until they're in

Your teammates cannot see each other's reviews while any are outstanding — which is also why an overdue review shows as blocking the rest of the loop.

Read the evidence, not the vibe

A candidate's summary is assembled from what is actually on file, and each line says which document or conversation it came from, so you can open the source instead of taking it on trust.

• Meetings — interview recordings and notes become evidence on the candidate.
• Inbox — candidate email in the same place as the rest of your conversations.
• Calendar — interviews on your team's real availability.
• Tasks and Team — the work around a hire, and the people doing the interviewing.
• AI Employees — an employee can screen applications and draft reviews for a human to decide on.