Recruitment and HR blueprint
Every application acknowledged, parsed against the stated requirements, ranked with the reasoning shown, and interviews booked from the real calendar. A person decides who progresses.
Two hundred applications arrive, forty get read, and the good ones take a job elsewhere while you are booking interviews
Job board feeds · Applicant tracking system or a shared inbox · Calendar · Email · SMS gateway
8, of which 1 stay with a person
3 to 5 weeks
Free to use, adapt and build from. No email needed and no attribution asked for.
Every step, in order, including where it forks and where a person stays.
From any source. It is acknowledged within the minute with a real timeline, because the acknowledgement is the cheapest thing an employer can do well and most do not do it at all.
The CV and any answers are parsed into structured fields: the requirements you listed, dates, location, and right to work where the candidate has stated it. What it extracts is visible, so a wrong reading is correctable rather than invisible.
Only against requirements written in the advert, and only ones that are objective: a licence held, a certification, availability on the shifts the job needs.
This step is not optional and it is not a formality. The workflow orders and evidences; a hiring manager reads and chooses. Automated screening that makes the decision is both a bad hire and, in a growing number of places, a legal problem.
Selected candidates get a link showing genuine availability from the interviewers' calendars, in the candidate's timezone, holding the slot while they choose.
Watched rather than assumed.
Everyone not progressing hears, by name, within a stated timeframe, once the decision is made. It costs nothing and it is the single most complained-about thing in hiring.
No application ends in silence. Every candidate is either booked, told, or on somebody's list with a reason.
Every one of these has happened. A workflow that has not been designed against them is a demo rather than a system.
It is a scan or an exported image, and the parser reads an empty document.
Detected before scoring rather than after. It goes to a person as unparsed rather than being ranked as though the candidate listed nothing, which would quietly bury them.
It happens more often than people expect, and merging their records is very hard to undo.
Identity is the application record, never the name. Where a later message cannot be matched to one application with certainty, it goes to a person.
Calendar systems return times in the organiser's zone, and a slot picker that ignores that will do this to somebody eventually.
Availability is offered in the candidate's timezone with the zone stated on screen, and the invitation carries both. The transition weekends are tested rather than assumed.
One post on the right board produces a week of applications in an hour, and the tracking system rate-limits.
Applications queue and retry rather than failing, and acknowledgements go out from the queue so nobody's arrival goes unrecorded because everyone else arrived at the same time.
EEOC guidance treats an automated selection procedure as a selection procedure: if it screens people out, it can produce unlawful disparate impact whatever the intent. New York City Local Law 144 goes further for employers hiring there, requiring an annual independent bias audit of an automated employment decision tool and notice to candidates. Other states and cities are adding their own rules.
What the workflow does. The workflow ranks and evidences; it never rejects. Every candidate held back is visible to a person with the reason attached, so no one is filtered out silently, and scoring runs only against objective requirements stated in the advert. This describes what the workflow does; it is not legal advice, and whether a given setup counts as an automated employment decision tool where you hire is a question for your employment lawyer before it goes live.
Time to acknowledge
Under a minute, every application
Mechanical. It sends on arrival rather than when somebody opens the pile.
Emails to book one interview
One
A slot picker against real availability replaces the proposing and counter-proposing. This is where the days are lost in a competitive market.
Candidates left with no answer
None
Because closing the loop is a step in the workflow rather than a job for the end of a busy week.
Three weeks or so, then a flat monthly fee to run it. Or take the specification above and build it yourself, which is genuinely fine and is why it is up here.