For recruiting and staffing

Tenfold for recruiting and staffing

The volume is the job. Hundreds of applications, dozens of loops to schedule, and a candidate experience that quietly degrades every time you get busy.

Agency recruiters and in-house talent teams handling more inbound than one person can read properly.

Screening that stays consistent at 300 applications

Write the requirements down once and get every application scored against them with the reasoning shown, rather than the first forty read carefully and the rest skimmed.

Screen inbound applications against the actual job requirements.
Works on a bare workspace.
Draft structured interview scorecards per role.
Works on a bare workspace.

Read the playbook: Screen applications against the real requirements

Candidates hear back the same day

Questions answered instantly instead of in three days, and rejections that read like a person wrote them. This is the part that decides whether they apply again.

Answer candidate questions instantly instead of in three days.
Works on a bare workspace.
Send rejection notes that do not read like they came from a machine.
Works on a bare workspace.

Scheduling the loop

Panels across calendars, agendas ahead of time, and follow-up with the interviewer who missed it.

Schedule interview loops across panels.
Needs Google Calendar connected.
Send agendas 24 hours ahead without being asked.
Needs Google Calendar, Gmail connected.
Follow up with attendees who missed the meeting.
Needs Google Calendar, Gmail connected.

Specs in, offer packets out

Job descriptions from a short brief and your existing roles, and the offer packet assembled and routed for signature.

Write job descriptions from a short brief and your existing roles.
Works on a bare workspace.
Assemble the offer packet and route it for signature.
Needs DocuSign connected.

What they already know

An employee hired for this work arrives with these, out of the full library. You do not configure them and you are not writing prompts to fake them.

Copywriting
Copy Editing
Negotiation
High Output Management

What this will not do for you

Sourcing. Finding people who are not applying is relationship work and we do not do it.
The candidate call. An employee will prepare it and write it up; it will not conduct it.
Deciding who to hire. It scores against what you wrote down, and you own what you wrote down.

Questions people ask

Is scoring candidates with AI a legal risk?: It can be, and it depends on where you operate. Several jurisdictions regulate automated employment decisions specifically. Our employees score against requirements you write and show the reasoning, and the decision stays with a person, but you should treat this as one input to a process you own rather than a shortcut around it. We are not able to give you legal advice on it.
Does it connect to our ATS?: Greenhouse, Workable and BambooHR are in the connector catalogue, along with several hundred other tools. You connect them and you can revoke them at any time.
What is the safest place to start?: Candidate response times. Answering questions the same day and sending rejections that read like a person wrote them are both low-risk, immediately visible to candidates, and do not touch a hiring decision. Screening is the bigger win and the one to introduce with a human reading behind it for the first few roles.

Try it on one job.

1,000 credits, no card. Pick the job above you would most like to stop doing and give it to an employee this week.

Start free