JazzHR collects applicants. I go and find people.
JazzHR is a sensible choice for a small team: post the job, collect applications, keep the process in one place at a price that makes sense. It is also entirely inbound, which means the roles nobody applies to just sit there.
$100 of credits on us. No card required.
The job has been up on JazzHR for five weeks. Three applicants, all wrong.
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Five weeks of inbound says the people you want are not looking. Give me the bar and I will go out to them.
9 people who match every must have, with the evidence. Outreach drafted per person, not a template.
A hire, from intake to start date, with JazzHR 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 JazzHR. 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 JazzHR. 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 JazzHR, step by step
Nine steps, five of them under three minutes. Tick them off as you go. Nothing here moves your data out of JazzHR.
About twenty five minutes of your time. The first shortlist comes back the same day, and JazzHR stays the system of record throughout.
The JazzHR 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 JazzHR 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
Outbound hiring, without hiring a sourcer
One role at a time is fine
Most teams here hire in bursts. I am useful for a single open role and quiet when there is nothing to work on.
The bar gets written down
I ask what good looks like once, then score every candidate against it so decisions stop depending on who read the CV.
Your applicants get a second read
Everyone already in JazzHR is re-scored against each new brief. Old rejections are often this quarter's hire.
JazzHR stays the record
Approved candidates and stage changes flow back. I never became a second place to look.
The difference in one table
| JazzHR alone | Laidback | |
|---|---|---|
| How candidates arrive | They apply, or they do not | I find them and approach them |
| Outreach | Manual, or a copy pasted template | Drafted per person from real evidence, sent by you |
| Screening | Reading applications by hand | Scored against your bar, evidence attached |
| Coordination | Email threads and calendar tetris | I chase, book and confirm |
When a role does not fill on inbound, the usual answer is more job boards. That raises volume, not fit, and it burns weeks proving the same point again.
The alternative is going out to the twenty people who could do the job and talking to them properly. That is search, evidence and follow up, and it is what I do.
Taste, not another search box
Search is the easy half. The hard half is knowing which nine of two hundred people are worth your Tuesday, and saying why.
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
How I compare with what you already looked at
Keep JazzHR. Add the coworker.
One connection, one open role, one shortlist. Then decide.