Get an interview shortlist from your applications
A bigger pile of resumes is not progress. Progress is a short list of people who are actually worth your interview time.
No monthly fees. Just $99 for each position you open, then you're done.
What you actually need from a flood of applications
When people say they “got a lot of interest,” they often mean they got a lot of files. The useful outcome is smaller: a handful of candidates you would be willing to spend an hour with. Everything between the raw applications and that shortlist is work, and it is usually the work that gets postponed.
Without a real shortlist, hiring turns into a vague memory of names and a scramble the week you need someone on the floor. With a shortlist, you can plan interviews, compare people fairly, and move.
How we build that list
You post the job with our hiring link or apply-by-email address. We go through the applications for that role, grade people against each other, follow up by email when we need more signal, and decline the ones who are not a fit. What you receive is a shortlist of stronger candidates ready for you to interview.
We do not make the hire for you. We do the first pass so your calendar is filled with conversations, not with people who were never going to work out.
What you get while the role is open
You get notified when someone is ready to interview, plus a daily summary of applications, screening, declines, and who is on the shortlist. The fee is $99 USD for one open position for 30 days. See pricing and how it works for the full picture.
If your team prefers Slack, pipeline updates can land there too so hiring does not live only in email.
How this differs from more applicants
More applicants without a shortlist is noise. A shortlist is a decision tool. You can still go deeper on anyone in the pool, but your default path is a small set of people who already look worth the hour.
Common questions
How many people end up on the shortlist?
It depends on the role and the quality of the pool. The goal is a manageable set of interview-ready people, not a second mountain of resumes.
What if nobody is good enough?
We will not invent strong candidates. If the pool is weak, you will know that from the pipeline updates, and you can adjust the job post or extend the opening.
Do I still control interviews?
Yes. You choose who to meet, how to interview, and who to hire. The shortlist is the first filter, not the final decision.
Ready to open a role
Tell us about the position and we will set the hiring agent up for your business. You can also read how it works or see pricing first.
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