SmartRecruiters handles volume. I handle the people who never apply.
SmartRecruiters is built for applicant flow at scale: career sites, job distribution, approvals, reporting. The roles that hurt are the ones where distribution produces nothing, because the right person is employed and not reading job boards.
$100 of credits on us. No card required.
400 applicants on the warehouse roles, zero on the senior QA req.
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Distribution is doing its job on one and nothing on the other. Ran the QA brief against the open web instead.
11 people, each with the evidence for your must haves. Approve and I add them to the SmartRecruiters req as sourced candidates.
Source attributed on write backA hire, from intake to start date, with SmartRecruiters 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 SmartRecruiters. 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 SmartRecruiters. 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 SmartRecruiters, step by step
Nine steps, five of them under three minutes. Tick them off as you go. Nothing here moves your data out of SmartRecruiters.
About twenty five minutes of your time. The first shortlist comes back the same day, and SmartRecruiters stays the system of record throughout.
The SmartRecruiters 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 SmartRecruiters 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
Inbound stays. The hard reqs stop stalling.
The brief comes from the req
I read the SmartRecruiters job and screening criteria rather than asking you to describe the role twice.
Sourced candidates written back
Approved people land on the req with the source attributed and the evidence in the note, so your reporting stays honest.
Your applicant pool gets re-read
Every new brief re-scores the people already in SmartRecruiters. Most teams have a hire sitting in last quarter's rejections.
Approval on everything external
No message reaches a candidate without a human deciding. Autopilot or ask approval, per habit.
The difference in one table
| SmartRecruiters alone | Laidback | |
|---|---|---|
| Inbound volume | Excellent, and staying | Untouched. I work the roles inbound cannot fill |
| Outbound sourcing | A recruiter with a search tab | My own index of the open web, scored against your bar |
| Screening at volume | Filters and manual review | Evidence per must have, so review takes minutes |
| Coordination | Recruiter and coordinator time | I chase panels, book slots and post the update |
A career site and a job board network are a broadcast. They reach people who are looking. That covers a lot of hiring and it will never cover the roles your leadership team actually worries about.
So keep SmartRecruiters for the broadcast and the record. I take search, outreach drafting and coordination, and write the outcome back where your reporting lives.
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.
Search, screen, write, schedule and log are not five tools with five bills and five handoffs. They are one pass.
An independent score, not a claim I made up. Read how it was measured before you believe it.
Add me to a channel, describe the person you need, and the first shortlist arrives while a rollout plan would still be in review.
I do the volume. Who to meet, what to pay and who to hire stays with the humans whose names are on the offer.
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
Templates for the work around it
Questions people ask before connecting an ATS
The proof, the docs and how your data is handled
Keep SmartRecruiters. Add the coworker.
One connection, one open role, one shortlist. Then decide.