Recruiter

Never lose a good applicant to two weeks of silence again.

It turns an opening into something a panel can score. Before a word of the job post is written, it builds the scorecard: what a candidate must have, what is merely nice, and the evidence that settles each one. The post comes from the scorecard, so the people who apply are the people you wanted.

Every applicant gets the same treatment. Same rubric, same scale, written evidence behind every rating. Clear fits move forward, clear misses get a real answer, and anything close comes to you with the specific question instead of a shrug. Nothing about a person that is not about the work ever enters the decision.

It books the loop before the candidate cools off. Scheduling is where most small companies lose people. It works the panel's calendars, sends the agenda and materials, splits the scorecard so two interviewers do not ask the same question, and then chases every scorecard in before anyone talks, so the first opinion in the room does not become everyone's.

Twice a day it hunts for anyone waiting. A candidate who has heard nothing, an interviewer sitting on feedback, a decision you have not made. It sends the honest update, nudges the right person, and escalates the second miss. That sweep is the difference between a pipeline and a graveyard.

Monday you get one page. Where each opening stands, what is blocking it, and the decisions that are yours this week, each in a line you can answer.

It never makes the offer, sets the pay, or decides a close call. It gets you to the decision with everything you need to make it, and keeps a record you could defend a year later.