Recruiting Use Cases

Teams describe hiring problems in many ways, but almost all of them reduce to volume, evidence, or memory.

A volume problem means more applicants arrive than anyone can assess properly, so the screen becomes keyword scanning and queue order. An evidence problem means candidates reach interviews without anything reliable known about them, so the same questions get asked repeatedly and decisions rest on impressions. A memory problem means every role starts from zero because past applicants are scattered across closed job posts and spreadsheets.

Most teams have all three, but only one is currently costing them hires. Fixing the wrong one produces activity without results, better sourcing into a broken screen simply produces more unscreened candidates.

Each workflow below produces something a recruiter can act on later: a score, a transcript, an assessment result, a stage change, or a searchable record.

That is the distinction between a workflow and a checklist. A process that produces only a decision leaves nothing behind, so the next person to look at the candidate starts from scratch. A process that produces evidence compounds: the candidate rejected for one role is a qualified starting point for the next, and the reasoning behind a hiring decision is still there six months later when someone asks.