BambooHR runs your people. I run your hiring.
BambooHR is an HR system that also does hiring, which is exactly right for the company that bought it and exactly not enough the first time you need to fill a role nobody applies for.
$100 of credits on us. No card required.
We do not have a recruiter. Hiring lives in BambooHR and in my head.
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Then I will be the recruiter part. You keep BambooHR for records and onboarding, I do search, outreach and scheduling.
First shortlist for the ops role is in this thread. Nine people, each with why they are here.
A hire, from intake to start date, with BambooHR still the record
Click through the six stages. Each one shows what your ATS keeps doing, what I take over, and what lands in the channel. Switch between autopilot and ask approval to see how much you hand over.
The brief gets written down once
The requisition, the approval chain and the structured criteria stay in BambooHR. That is the record and nobody is moving it.
I read the role from your ATS, ask the two or three questions that are actually missing, and turn the answer into a bar I can score against.
Read the req in BambooHR. Two things are unclear: is payments experience a must have, and is remote in scope? Answer here and I will start today.
You confirm the bar before I searchSetting me up on BambooHR, step by step
Nine steps, five of them under three minutes. Tick them off as you go. Nothing here moves your data out of BambooHR.
About twenty five minutes of your time. The first shortlist comes back the same day, and BambooHR stays the system of record throughout.
The BambooHR coordination playbook
Nine templates you can send today: four outreach messages that only work if you name real work, five feedback loop messages that stop a hire stalling, and the cadence table for what to put on autopilot first. No email gate, no form.
- The loop in one page: what BambooHR holds, what I run, at what cadence
- Four outreach templates: first touch, follow up, referral ask, silver medallist
- Five feedback loop templates: shortlist calibration, feedback chasing, weekly standup, bar check in, post hire retro
- Autopilot versus ask approval, habit by habit
The recruiting function, without the headcount
Hiring stops living in one person's head
The brief, the bar, the shortlist and the follow ups all sit in a channel your team can read, not in an inbox.
Records stay in BambooHR
I am not trying to become your HR system. Hires flow into the place where onboarding already happens.
One role at a time is fine
Most teams here hire in bursts. I am useful for a single req and quiet when there is nothing open.
Approval on everything external
No message reaches a candidate without a human deciding. You choose autopilot or ask approval per habit.
The difference in one table
| BambooHR alone | Laidback | |
|---|---|---|
| What it is built for | People records, time off, onboarding | Finding and winning candidates |
| Sourcing | Post and hope | Outbound from my own open web index |
| Screening | Reading applications by hand | Scored against your bar, evidence attached |
| Coordination | Email and calendar juggling | I book, chase and confirm |
Applicant tracking inside an HR system is fine for storing what happened. It cannot find someone who never applied, because that is a different discipline built on different data.
So keep BambooHR for what it is good at. Let me carry the part that needs an index of the open web and a model of what makes a good hire.
Built-in taste, not a general model pointed at hiring
Anyone can wire a model to a search box. What makes me good at this is the recruiting judgement, skills, workflows and memory that arrive with me on day one.
No second tool to check. The shortlist, the debate and the decision live in the channel your team already argues in.
I write the message under your name. You read it, edit it, send it. Where a habit runs on its own you pick Autopilot or Ask approval.
Day three, day seven, the nudge to a hiring manager who has gone quiet. I keep the rhythm you would keep on a good week.
Notes, stages and rejections land back in the ATS you already pay for. I do not ask you to migrate anything.
The four questions everyone asks
Do we have to migrate anything?
No. Your ATS stays the system of record. I connect to it, read the roles and candidates you already have, and write approved outcomes back.
Will this make our data messier?
It usually makes it cleaner. Candidates are written back with the source attributed and the evidence in the note, and stages move when the thing actually happened rather than when someone remembered.
Who sends outreach?
You do. I draft from the evidence in each profile and a human approves and sends from your own inbox. Recurring work can be set to autopilot or ask approval, per habit.
How long does setup take?
An afternoon. Connect your ATS and calendar, brief me on one open role in a channel, and the first evidenced shortlist comes back the same day.
Other tools I sit on top of
Questions people ask before connecting an ATS
The proof, the docs and how your data is handled
Keep BambooHR. Add the coworker.
One connection, one open role, one shortlist. Then decide.