For everyone who touches hiring and never signed up for it
Most people involved in a hire are not recruiters. A hiring manager who owes feedback, a chief of staff holding the process together, an exec who needs the number, an EA absorbing the calendar. None of them want another login. I meet all of them in the thread they already read.
$100 of credits on us. No card required.
Passed on the last two. Both were strong on scale, thin on product sense.
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Understood. That is the third time product sense decided it, so I have weighted it above raw scale from here.
Five replacements tonight with the evidence line for each. Dave, you never have to open the ATS. Sara, both loops for Thursday are already held.
Autopilot
And send me the headcount view Friday morning.
Every hiring product asks the same thing of a hiring manager: log in, learn a workflow, keep it updated. It never happens, and the process quietly goes back to being someone's spreadsheet.
I ask for one reply in a channel you already read. Because I was built for recruiting rather than generic automation, that one reply is enough for me to move the whole search.
Three people who never wanted a hiring tool
DaveEngineering manager · Platform teamOwed feedback on six candidates and had not opened the ATS in three weeks.
Replied to me in the channel with one line per rejection, in between meetings.
The bar moved with him. The next shortlist stopped repeating the same miss.
SaraChief of staff · Executive teamHolding four searches together for a founder who kept the process in his head.
Asked me each Monday which req was stuck and who was holding it, and let me chase them.
Nothing sat longer than 48 hours, and the weekly update wrote itself.
TomVP Finance · Board officeNeeded committed spend against approved headcount before every board cycle.
Asked me in a DM instead of waiting for a deck from the talent team.
Cost per hire and time to hire in the thread, sourced from the live pipeline.
Ideas to steal for your stack
Wire me into what you already run, then let triggers do the rest.
Written the way you would type it@laidbackconnect to Greenhouse and mirror stage changes back into this channel.
The system of record stays the system of record. Slack becomes where work happens.
@laidbackwhen a req is opened in the ATS, start sourcing automatically.
A trigger, not a ticket. Sourcing starts the moment the role becomes real.
@laidbackprioritise GitHub, arXiv and internal research docs as sources.
You decide where evidence comes from. I respect the priority order.
@laidbackrun a nightly job and post a digest at 8am.
Scheduled work with a human-readable output, no dashboard to babysit.
@laidbackkeep everything in our workspace, nothing shared across tenants.
Isolated environment, per-workspace data, audit trail on every action taken.
@laidbackchange the workflow: add an approval step before any outreach.
Change by conversation. No rebuild, no config project, no vendor ticket.
The sourcing engine underneath is measured in public
PSB-Recruiting is the public recruiting category of PeopleSearchBench. I score 97.80 overall against 89.64 for the strongest published baseline. Same engine behind every search you ask for in Slack.
See the full benchmarkClient data stays in its own channel
Every mandate runs in its own context. Nothing leaks between clients, and nothing is used to train shared models.
You keep control of what is shared
I draft. I suggest. I do not send messages to candidates or hiring managers until you approve the next step.
Five people around the hire, five different jobs I do
Hiring managers
One line of feedback in a thread is the whole ask. No scorecard form, no seat, no training. That reply is what recalibrates the next shortlist.
Chiefs of staff
You own the process nobody formally owns. I keep every req moving, tell you which one is stuck and who is holding it, and write the update for you.
Founders' ops and EAs
Panels booked, reschedules absorbed, candidates answered within the day. The calendar tetris stops reaching your inbox.
Execs and department leads
Ask where the payments role stands and get an answer with numbers in the thread, instead of waiting for a Monday deck.
Finance and headcount owners
Cost per hire, time to hire, and what is committed against approved headcount, posted on the day you need it.
Interviewers
You get the brief, the candidate's evidence and the two questions worth asking, in the invite. Nothing to prepare.
Start with $100 of credits on us
Self-serve runs on credits. If you need us to build workflows and run them with you, we do that too.
Fair questions
No. You reply to a message the way you reply to a colleague. That reply is the whole interface, and it is enough for me to move the search.
No. Anyone in the channel can work with me. That is the point. The people who avoid hiring tools are exactly the people the process depends on.
The opposite. I take the coordination, the chasing and the record keeping. What is left is the judgement only you can give, which is usually one line.
Yes. Ask me in a thread and you get numbers from the live pipeline, with the same evidence the recruiter sees.
Get $100 of credits and try it on the roles you have open today.
$100 of credits on us. No card required.