What is said in interviews should change what I search for
Interviews are the richest data in hiring and they usually die in a recording nobody replays. I read them, write the notes, and feed the signal back into the search.
$100 of credits on us. No card required.
From recording to a sharper shortlist
Structured notes, not a wall of text
The transcript becomes a scorecard against your rubric, with the quote that supports each rating so nobody has to trust the summary.
The ATS stays current
Notes and stage updates land on the record within minutes of the call ending, which is the admin nobody does on time.
Criteria that learn
Recurring reasons for passes and rejections become weighted criteria in the search, so the next shortlist is better than the last.
Debrief prep
Before the panel meets, everyone gets the disagreements between scorecards, which is the only part of a debrief worth the time.
Ask five interviewers what a strong candidate looks like and you get five answers, none of them the one written in the job description.
Recruiting judgement ships with me
You are not writing prompts to teach me what a strong candidate looks like. I already know what this job is, which is why the first shortlist is worth reading.
Most tools query the same three databases. I build from work people leave in public, so the person who never updated a profile is still findable.
Nobody lists that they carried a migration or ran the on call rotation. I infer it from the work and then check it.
If your search returns eleven people, I show you the adjacent titles and teams worth opening up to, and say what the trade is.
Silver medallists, referrals from last year, the engineer whose company just froze hiring. I keep watching so you do not restart from zero.
What people ask about transcripts and notes
Do we have to switch notetaker?
No. I pick up transcripts from the one you already use and write into the ATS you already use.
What about candidate consent?
Recording consent stays where it already is, with your notetaker and your process. I only read what you were already allowed to record.
How does an interview change sourcing?
Repeated reasons for passing or rejecting become weighted criteria. After a few loops the shortlist starts matching what your panel actually rewards rather than what the job description says.
Let me read your last four debriefs
I will tell you what your real hiring bar is.