Stop forwarding résumés. Everyone is already looking at the same one.
Your service manager, your lead tech and your office manager all open the same candidate, score the same things, and answer each other on the profile. No group text, no forwarded PDF, no Monday meeting to decide something four people already agreed on.
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Everyone weighs in. One decision sticks.
Each person has their own login, scores the same way, and the reasons stay on the candidate for good.
Everyone gets their own login
Not a shared password and not a forwarded PDF. What each person can see is set by their role, so your lead tech sees the candidate and not the payroll.
Score the same criteria
Pick three to six things that actually predict success in that job. Everybody rates those, on the same scale, without seeing a running average that pulls them along.
Decide on the profile
Comment, @mention the person who would know, and record the decision where the candidate lives. Six months later you can still see why you hired him.
Four people, one page. Nobody had to be in a room.
Scores on the left, the conversation on the right, and the decision written down at the bottom of it. This is the whole hiring meeting, and it happened while everybody was doing their actual job.
Search candidatesSASummit AirYou should not be the reminder system.
The reason a good candidate goes cold is almost never the decision. It is the three days spent waiting on one person to look. AvaHR asks them, twice, so you do not have to walk out to the shop and ask.
- Reviewers get asked by email and text, and again if they sit on it
- Scoring works on a phone, standing in a parking lot
- You can see who is holding things up without asking anyone
The Monday morning meeting does not exist any more.
“We had a Monday morning hiring meeting for six years. Half of it was me reading résumés out loud to people who had not seen them. That meeting does not exist any more, and we are making better calls than we did when it did.”
Ellis on the Northgate lot
What the team is looking at when they weigh in.
Collaboration is only useful if everybody is reacting to the same evidence. These are what put it on the page.
Custom user roles
Everyone gets their own login and sees what their job needs. Your lead tech reviews the candidate without seeing a wage.
Explore →Custom hiring pipeline
The board everybody is looking at. A candidate sitting in Interview for a week is visible to the whole team, not just to you.
Explore →One-way video interviews
The reason three people can have an informed opinion without three people running a phone screen. Same three answers, watched whenever.
Explore →Enriched candidate profiles
Where the scores, the comments and the attachments live. Six months later the whole conversation is still there.
Explore →Automated actions
Ask the reviewers the moment somebody hits Interview, and ask again if they sit on it. You are not the reminder system.
Explore →Offer letters & e-signature
What happens the minute the team agrees. The decision recorded on the profile is the thing that starts the offer.
Explore →What people ask before they roll this out.
Mostly about who gets in, and what happens to the people who never log in to anything. A specialist will walk your own team through it.
Does everyone need their own login?
Yes, and that is the point. A shared password means you cannot tell who scored what, and it means everybody sees everything. Each person gets an account, and their role decides what is on the screen when they open it.
Can I bring somebody in for just one hire?
Add them as an interviewer on a single job. That job is the whole of what they can see, and when it closes there is nothing left for them to look at.
My lead tech will never log in to a system.
He gets a text with a link to one candidate, scores five things with his thumb, and is done in under a minute. If he still does not, you can see that he has not without walking out to the shop, and the reminder goes out without you sending it.
What are we supposed to score?
Three to six things that separated your last good hire from your last bad one. For a technician that is usually diagnostic skill, customer manner, reliability and safety habits. Resist adding a tenth criterion, because people stop reading them.
Can people see each other's scores?
After they submit their own, yes, and that is deliberate. Seeing a running average before you score pulls everybody toward the first opinion in the door. Once your own number is in, the disagreement is the useful part.
We would rather just talk it through.
Then talk it through, and record the decision on the profile afterwards. The value is not that the conversation disappears. It is that in six months there is a written reason attached to the person you hired.