Workable posts the job. I go find the people.
Workable is built around getting a role live across job boards quickly, which works until the role is one where the right person is not reading job boards. Then posting harder does nothing.
$100 of credits on us. No card required.
Role has been live on Workable for five weeks. 140 applicants, zero shortlist.
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Because this one does not get filled inbound. Give me the bar and I will go outbound against it today.
Also re-read the 140. Two of them were rejected by the filter for a keyword and are worth a call.
Your own applicants, read properlyA hire, from intake to start date, with Workable 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 Workable. 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 Workable. 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 Workable, step by step
Nine steps, five of them under three minutes. Tick them off as you go. Nothing here moves your data out of Workable.
About twenty five minutes of your time. The first shortlist comes back the same day, and Workable stays the system of record throughout.
The Workable 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 Workable 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
You do not have a sourcing headcount. That is the point.
No new seat for the hiring manager
They answer one question in Slack and I handle the rest. No login, no training, no adoption project.
Your applicants get read
Everyone who applied is scored against the bar with evidence, so a good person does not get filtered out over a missing keyword.
Outbound without an outbound function
The roles that do not fill inbound get sourced properly, drafted properly and followed up properly, without hiring for it.
Set up in an afternoon
Connect Workable and your calendar, brief me on one role, get the first evidenced shortlist the same day.
The difference in one table
| Workable alone | Laidback | |
|---|---|---|
| Strategy | Post widely, filter down | Go find the specific people, outbound |
| Applicant review | Keyword filters and manual reading | Every applicant read against the bar, with evidence |
| Hard roles | More boards, more spend | Open web index, people who never applied anywhere |
| Where you work | The Workable app | Slack, Teams or WhatsApp |
Job boards solved distribution. They did not solve the roles where the strongest candidate is employed, quiet and not looking.
For those, someone has to read the work and write to the person. That is the part I do, and it is the part a small team never has time for.
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.
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
Templates for the work around it
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 Workable. Add the coworker.
One connection, one open role, one shortlist. Then decide.