Applications land in email, LinkedIn, chat and job boards. Some get lost.
We connect every channel to one pipeline in your ATS, CRM, Airtable or Google Sheets. Each candidate gets a stage, an owner and a next-step date.
Hiring and onboarding without the manual chasing
We bring applications into one pipeline, send forms and documents automatically, and walk every new hire through a clear onboarding checklist. Your HR stops copying data between chats and spreadsheets.
Quote and schedule after your brief
Who it's for
- Companies hiring a few people a month or more
- Teams where onboarding depends on one person remembering everything
- Founders who run hiring themselves and want their time back
- Remote or distributed teams that collect documents online
Problems we solve
Recruiters retype the same messages: terms, test task, interview time.
We set up templates and automated messages. An AI agent (software that answers using your rules and materials) handles routine candidate questions and hands tricky ones to a person.
The new hire starts Monday, but laptop, accounts and training are not ready.
We build an onboarding checklist with tasks for HR, the manager and IT. The system reminds each owner and shows what is still open.
Employee documents arrive as photos in chats and take ages to check.
We build a form for data and file uploads. Data flows into the employee record, and document templates fill in the right fields. Your HR or legal team still reviews and signs.
What's included
- Review of your current hiring and onboarding process, with an automation map
- Job and application forms on your site connected to the pipeline
- Candidate pipeline in your ATS, CRM, Airtable or Google Sheets
- Automated emails and messages at each stage
- Interview scheduling with reminders for candidate and interviewer
- Online new-hire questionnaire and document collection
- Document generation from templates (offer, forms, policy acknowledgment)
- Onboarding checklist for week 1, month 1 and month 3 with reminders
- Short feedback surveys for the new hire and manager after month one
- HR training, a short guide and handover of all access
Choose the scope
Use a package to describe what you need. We agree on the quote and schedule after reviewing your brief and requirements.
01
Starter: hiring pipeline
Small teams that want applications under control
- Application form on your site
- Candidate pipeline with stages
- Reply templates and reminders
- Interview scheduling
02
Hiring + onboarding
Companies that hire regularly and onboard in volume
- Everything in Starter
- Online forms and document collection
- Onboarding checklist with reminders
- Document generation from templates
- One-month feedback survey
03
HR with an AI agent
Businesses with high candidate volume and several departments
- Everything in Hiring + onboarding
- AI agent answering candidate questions
- First-pass screening against your criteria
- Separate flows per department
- Hiring funnel report
How we work
Brief and requirements
You describe the task and current workflow. We clarify requirements, choose a first stage and prepare a quote.
Pilot with a KPI
We launch on one role or one department first. We agree on a measurable target, such as time to first reply to a candidate.
Build
We set up the pipeline, forms, templates and reminders. You pay in stages.
Test with your HR
We run the candidate and new-hire paths on test data and fix weak spots before launch.
Handover
All accounts, files and access belong to you under the agreed terms. We train your team and leave a short guide.
Scope and limits
- We do not promise that AI will pick the best candidate. Hiring decisions stay with people.
- We do not replace your HR specialist or lawyer. We build in your templates, and you check they meet local law.
- We do not promise more applicants. Automation organizes handling, while candidate volume depends on your market and job ads.
FAQ
We have no ATS or CRM. Where do we start?
Start with Google Sheets or Airtable. It is cheap and easy to understand. If volume grows, we can move the process to a proper ATS or CRM.
What do you need from us?
A description of your hiring stages, your email and document templates, a list of open roles, and access to your email and website. We also need one decision-maker on your side.
Can you connect job boards and messengers?
Usually yes for email-based boards and common messengers. For others it depends on whether they offer an API (a way for programs to exchange data) or email forwarding. We check this during the process review.
How do you handle candidate data privacy?
Data stays in your own tools, and you control access. We set permissions so people see only what they need. Consent and retention rules, such as GDPR, should be confirmed with your legal advisor.
What does it cost after launch?
We prepare a quote after reviewing your brief. We list support and any third-party costs separately: subscriptions, APIs, hosting or media spend where the project needs them. Provider rates are checked before work starts.
Does it work for remote and international hires?
Yes, forms and checklists work online. Contract templates for other countries must come from your legal team. We build them into the flow.
Start with your task
Describe your business, the outcome you need and your current workflow. We will clarify the requirements and prepare a quote after your brief.