Source, screen, follow up and keep hiring work current.
Find due candidate and hiring-team follow-ups and prepare context-aware drafts without over-contacting.
free →Keep the spreadsheet pipeline current through approved, auditable, conflict-safe stage and field updates.
free →Turn form submissions and candidate files into scorecard-based evidence cards for human review.
free →Turn an approved role and sourcing target into a review queue of candidate linkedin profile urls with job-relevant evidence and source trace.
free →Focused Markdown workflows you can download and give to the assistant you already use.
Create a job-related interview rubric before candidates are interviewed, with behavior anchors and evidence notes rather than an AI hiring verdict.
Read and download →Turn a hiring-manager kickoff into a signed-off search brief before sourcing begins, without inventing requirements or compensation.
Read and download →Prepare a structured panel debrief that preserves independent scores, missing evidence and disagreements for human hiring review.
Read and download →Audit completed interview forms for comparable questions, rubric versions and evidence before a panel discusses results.
Read and download →Compare a new hiring request with the approved intake and expose changed requirements before the search quietly shifts.
Read and download →Prepare candidate and panel options from explicit time zones, availability and interview stages without sending an invitation.
Separate necessary job requirements from unsupported preferences before a recruiter reuses a job description.
Check whether candidates faced equivalent job-related assessments before comparing evidence.
Prepare a job-related interview adjustment checklist without deciding eligibility or collecting unnecessary health details.
Keep candidate resume versions and identifiers separate before interview evidence is reused.
Prepare a minimum-necessary interview evidence copy while keeping audit references intact.
Show which required competencies lack a planned question without scoring candidates.
Surface conflicting panel scores and missing anchors before a hiring review.
Separate process waiting time from applicant responsiveness using supplied timeline evidence.
Separate task completion from job-related quality evidence in a hiring assessment.
Check approved competency weights and rating scales before any candidate score is aggregated.
Reconcile recruitment funnel counts without confusing event counts with unique candidates.
Separate supplied reference observations from unsupported inferences about a candidate.
Check whether follow-up questions stayed tied to the approved competency across candidates.
Create a source-locator index for supplied hiring evidence without blending candidate identities.
Check whether approved rating anchors describe distinct job-related evidence before scoring begins.
Map evidence comparability gaps when an approved hiring method changes mid-process.
Record reviewer disagreement on fictional rubric examples before real hiring evidence is scored.
Check whether a selection task offers evidence for every approved job criterion.
Identify one evidence item being counted under multiple overlapping selection criteria.
Trace which approved rubric-weight version governed each assessment.
Separate a not-observed assessment criterion from evidence of poor performance.
Check a preparation copy of work-sample evidence for direct identifiers while keeping traceability for authorized reviewers.
Prepare job-related feedback evidence without inventing reasons for a selection decision.
Check whether candidates received the documented test notice, duration and adjustment route without equating access needs with ability.
Compare documented selection methods against the job and delivery constraints without ranking candidates.
Prepare reference questions linked to job criteria without turning hearsay into assessment facts.
Check whether candidates were told about the actual technology used in a selection exercise.
Keep a selection-method validity claim tied to evidence relevant to the role and population.
Record observer preparation separately from the fact that a panel attended an exercise.
Keep behavioural ratings from different exercises traceable instead of flattening them into one unexplained score.
Check whether individual response scores preceded panel discussion.
Check whether a quoted test percentile has the manual and comparison group needed for interpretation.
Check test-use conditions and access plans before circulating assessment material.
Check training evidence for test administration and interpretation separately from access to a test account.
Check whether applicants were told how test feedback will be handled before taking the assessment.
Keep a psychometric score from becoming the sole basis for a hiring recommendation.
Record whether the selection process gave candidates space to understand the job and ask questions.
Compare an assessment exercise with actual job tasks before treating it as representative.
Score two assessors against the same rubric before comparing candidates.
Check that each selection claim ties back to a recorded assessment result.
Review panel scores for one interviewer consistently away from the panel.
Review candidates within one band of the cut line before applying it.
Treat a reference as complete only when the recorded check exists, not the request.
Compare assessment results against invite expiry before counting a no-show.
Review that every candidate faced the same core questions before scores are compared.
Map claims on the application form against the CV before either is quoted.
Review the weighting before exercise scores are merged into one centre score.
Check that the job advert reflects every essential criterion in the person specification.
Review a new-starter induction plan against the full checklist before day one.
Map a flexible working request against each documented handling step before a decision is defended.
Check that every review criterion received a rating before averages are computed.
Map probation review timing against the probation period and its planned review points.
Check the written statement of terms against the terms agreed in the offer.
Map redundancy consultation timing against the minimum consultation period.
Map a grievance case against the steps the policy requires.
Map absence records against the trigger points that require a review.
Check a return from long absence against the records the process expects.
Check a dismissal letter against the notice period the service length requires.
Map flagged wellbeing risks against the follow-up actions recorded.
Check the learning plan against its budget and the staff it covers.
Map wellbeing check-ins after a resilience flag against the expected cadence.
Check new hires against the induction steps due in their first 30 days.
Map interview panels against the coverage they were meant to provide.
Map which affected teams have documented change communication.
Recheck the reward mix shares against the figures that produce them.
Check which talent pool candidates have had recent engagement.
Map the share of a role's tasks that are high value against the target.
Map which teams have a documented follow-up to stress risk signals.
Check how many staff know the mental health support channels available to them.
Recheck the period turnover rate from recorded leavers and average headcount.
Check flexible working requests were decided inside the recorded decision window.
Check how many leavers in the period have a completed exit interview on file.
Check an administrative staff work-sample task for consistent instructions, scoring anchors and timing before candidates complete it.
Register interview no-shows with notification evidence and reschedule outcomes before any candidate record is closed.
Map each offer term to its recorded approver before the offer is sent, so unapproved terms never reach a candidate.
Map every background check run to the candidate's signed consent before results are used in a decision.
Check that rejection feedback to candidates matches the recorded selection criteria and scores.
Register declared conflicts of interest for each interview panel before interviews begin.
Check that the interview question bank is reviewed on cycle so questions stay job-related and current.
Check a proposed offer against the salary band and internal equity before the offer is approved.
Register interviewer certifications with expiry dates so only current interviewers join panels.
Check that the assessment methods chosen for a role match the skills the role requires.
Register onboarding milestones against the 30-60-90 plan so early slippage is visible.
Measure throughput per hiring stage to find where candidates stall.
Check that every job description requirement is evidenced somewhere in the hiring loop.
Compare candidate sources on yield to hire, not just volume, before spend shifts.
Check that the screening rubric scores every essential criterion in the job ad.
Check assessor scores against the rubric so wide spreads trigger calibration, not silent averaging.
Check review cycle readiness so ratings have evidence and reviewers are assigned before launch.
Register flexible working requests and decisions so similar requests get consistent outcomes.
Log contract term changes against the written statement window so nothing stays verbal.
Register mandatory training completions so expired certifications surface before audits.
Review wellbeing program participation per session so low-uptake offerings get a look.
Check holiday accruals against entitlement rules so balances stay correct for each worker.
Note statutory sick pay eligibility and evidence so absence pay is handled consistently.
Check that maternity leave and pay start dates match the notified dates and eligibility.
Track receipt and response evidence for UK flexible-working requests using the policy supplied by HR.
Compare anonymized pay records with HR-supplied effective rates and flag records for payroll review.
Organize dates supplied by a qualified adviser without calculating or interpreting employment tribunal limitation periods.
Track which reference checks are complete and what evidence supports them without contacting referees or judging a candidate.
Record right-to-work document check steps and evidence dates without deciding a person's eligibility to work.
Compare supplied contract terms with a written statement checklist without interpreting legal rights.
Check that shortlisting records apply the agreed criteria the same way to every candidate without ranking people.