Teamtailor makes the first impression. I make the introduction.
Teamtailor is the best looking front door in the category, and a good front door only helps with people who walk past it. Everyone else has to be found and written to.
$100 of credits on us. No card required.
Career site traffic is up, applications are flat for the senior roles.
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Senior people rarely browse career sites. They reply to a message that shows someone read their work.
11 candidates, drafts written against what each one shipped, all linking back to your Teamtailor page. You approve, you send.
A hire, from intake to start date, with Teamtailor 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 Teamtailor. 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 Teamtailor. 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 Teamtailor, step by step
Nine steps, five of them under three minutes. Tick them off as you go. Nothing here moves your data out of Teamtailor.
About twenty five minutes of your time. The first shortlist comes back the same day, and Teamtailor stays the system of record throughout.
The Teamtailor 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 Teamtailor 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
Brand brings them in. Evidence gets them to reply.
Your brand still does the closing
Every draft links back to the Teamtailor page you built. I bring people to your story rather than telling a different one.
Senior roles get an outbound motion
The roles inbound never fills get sourced from shipped work: repositories, portfolios, talks and writing.
Nobody waits three days for a slot
Scheduling and panel chasing run in the background, which is the part of candidate experience that quietly breaks.
Pipeline stays in Teamtailor
Approved candidates are written back with the source attributed. Your team keeps one place to look.
The difference in one table
| Teamtailor alone | Laidback | |
|---|---|---|
| Reach | People who find your career site | People who never looked, found in my index |
| Candidate experience | Excellent, and untouched | Faster replies, because coordination stops stalling |
| Senior roles | Inbound and referrals | Outbound with evidence in every message |
| Team workflow | In the Teamtailor app | In the channel the hiring team already reads |
The person you most want usually likes their job. They will not visit your site, subscribe to your talent pool or open a careers newsletter.
They will read one message that proves someone looked at what they built. Writing that message at volume is the work, and it is mine.
Skills, workflows and memory, already in place
A blank assistant starts from your instructions every time. I start from your last twenty decisions and the way this role usually goes.
Titles lie and stacks change. I look at what someone shipped, who they shipped it with, and how fast they grew into the work.
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.
Your bar becomes a written rubric I apply the same way on Monday and on Friday, so a shortlist is comparable instead of moody.
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.
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.
What I actually do once your ATS is connected
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 Teamtailor. Add the coworker.
One connection, one open role, one shortlist. Then decide.