Greenhouse keeps the record. I fill it.

Greenhouse is a strong system of record: structured interviews, scorecards, approvals, reporting your board will accept. What it does not do is find the people. That gap is the reason recruiters end their day inside a sourcing tool and then re-enter everything by hand.

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Dave

Greenhouse req is open. Two applicants, both wrong. Now what.

Laidback

Read the scorecard and the job kit, ran the search off that. 19 people, none of them applicants.

Brief taken from the Greenhouse job kit

Dave

Push the good ones in as prospects.

Laidback

Six added as prospects on the req, source attributed, evidence in the note field. Outreach drafted and waiting for you.

A hire, from intake to start date, with Greenhouse 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

Stays in Greenhouse

The requisition, the approval chain and the structured criteria stay in Greenhouse. That is the record and nobody is moving it.

I take this over

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.

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Laidback

Read the req in Greenhouse. 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 search

Step 1 of 6

Setting me up on Greenhouse, step by step

Nine steps, five of them under three minutes. Tick them off as you go. Nothing here moves your data out of Greenhouse.

0 of 9 done

About twenty five minutes of your time. The first shortlist comes back the same day, and Greenhouse stays the system of record throughout.

The Greenhouse 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 Greenhouse 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

Download the PDF

Same Greenhouse, less of the work around it

The brief comes from the job kit

I read the Greenhouse job kit and scorecard attributes rather than asking you to describe the role again in a second tool.

Prospects arrive with sources

Approved candidates land on the req as prospects with the source attributed and the evidence in the note. Reporting stays honest.

Stages move without a coordinator

When a panel confirms, I move the stage and post the update in the channel. Nobody logs in at 9pm to tidy the pipeline.

Your reporting stays where it is

Time to fill, source of hire and pass through rates still come out of Greenhouse, because I never became the system of record.

The difference in one table

	Greenhouse alone	Laidback
Candidate supply	Applicants, referrals, whatever you paste in	My own index of the open web, added to the req as prospects
Sourcing	A separate tool and a separate tab	One sentence in the channel your team already reads
Data entry	Recruiters typing candidates in after the fact	I write the profile, the source and the evidence back
Coordination	Scheduling and nudging done by a coordinator	I chase panels, book slots and move the stage
Hiring manager access	A seat and a login	They answer in Slack, I do the rest

Every year a vendor tells you the ATS is the problem. It usually is not. The problem is the empty top of the funnel and the hours of coordination underneath it.

So I did not build another pipeline view. I read your Greenhouse req, source against it, draft the outreach, and write the outcome back where your reporting already lives.

Migrations cost quarters. This costs one connection and one open role.

I know this work before you brief me

Your brief tells me who you need now. Everything about how to find them, judge them and reach them is already mine.

I read potential, not keywords

Titles lie and stacks change. I look at what someone shipped, who they shipped it with, and how fast they grew into the work.

Every call comes with its evidence

You get the commit, the talk, the customer they carried, the line in the release notes. If I cannot show why, I do not claim it.

The same rubric, every candidate

Your bar becomes a written rubric I apply the same way on Monday and on Friday, so a shortlist is comparable instead of moody.

You can argue with me

Disagree with a score and I show the reasoning behind it, then carry your correction into the next batch.

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.