Recruiting tools for hiring managers

The slow part of hiring is rarely the sourcing. It is the intake that never pinned down what the person must prove, the loop that repeats itself, and the plan that ignores capacity. Use these free tools to draft a plan, check assumptions and discuss what needs attention. No signup required.

Start from the situation you are in

You gave feedback three times and the candidates still are not right.

The intake probably never pinned down what this person must prove they can do. Vague intake produces vague shortlists.

Try the Intake Shredder →

The process has stretched to six or seven interviews and nobody wants to decide.

Every interview after the fifth needs distinct, job-relevant evidence. Most loops repeat the same questions with different faces.

Try the Interview Loop Builder →

Your recruiter says the requirements do not exist at this salary.

Sometimes that is pushback worth hearing. A search friction score shows which requirement is breaking the search.

Try the Intake Shredder →

You are hiring three roles this quarter on top of your actual job.

That is a capacity question, not an effort question. The hiring plan has to match the recruiting hours that exist.

Try the Recruiter Load Balancer →

The tools

Interview Loop Builder

Build an interview loop with a job for every interviewer

Describe the role and interviewers to get a draft loop, assessment owners, scorecards and a suggested schedule. Timing is a planning target, not a guarantee.

Review a draft schedule, assessment owners and interviews that may be unnecessary.

Build My Interview Loop

Intake Shredder

See what a real intake produces

Paste the notes from your intake meeting and get a search plan, a friction score for each requirement, and a Boolean starting point your recruiter can run.

Leave knowing which of your requirements help the search and which break it.

Shred My Intake Notes

Recruiter Load Balancer

Check whether the hiring plan matches recruiting capacity

Five questions produce a directional estimate of how many recruiters your plan requires, the capacity gap, and the tradeoffs.

Leave with a number you can bring to the headcount conversation.

Check the Capacity

TA Systems Scan

Look at where hiring keeps breaking on your team

Rate six areas of your talent system and get a summary of your answers and a suggested starting point. No email required.

Review your self-ratings and a suggested first action, not a verified root cause.

Run the Scan

Working with a TA team

If the problem is bigger than one search: repeated patterns across roles, loops and capacity: the TA Systems Scan is the place to start, and the illustrative example shows what a hypothetical fix could look like.

Run the TA Systems Scan →See an illustrative example →