Workday is the record. It should not be the workflow.
Workday exists because large companies need one auditable place where hiring decisions live. That requirement is real and it is also why the day to day inside it is slow. The answer is not replacing it, which nobody is going to approve anyway.
$100 of credits on us. No card required.
Any tool we add has to leave Workday as the record. Security will not budge.
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Good. I never wanted to be the record. I work in the channel, and the approved outcome is written into Workday.
Scope is per role and per person. What I can see, and what runs on its own versus what waits for approval, are both your settings.
Autopilot or ask approval, per habitA hire, from intake to start date, with Workday 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 Workday. 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 Workday. 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 Workday, step by step
Nine steps, five of them under three minutes. Tick them off as you go. Nothing here moves your data out of Workday.
About twenty five minutes of your time. The first shortlist comes back the same day, and Workday stays the system of record throughout.
The Workday 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 Workday 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
Control stays where your policy needs it
Nothing external happens unapproved
Outreach is drafted and waits. Recurring work runs on autopilot only where you explicitly set it to.
Recruiters stop living in the interface
Search, review and coordination happen in the channel. The record gets updated as a consequence, not as an evening task.
Hiring managers participate without a seat
They answer in Teams or Slack. That alone removes most of the latency in an enterprise loop.
Data handling documented
Where data lives, what is retained and how access is scoped is written out on the security page rather than promised in a call.
The difference in one table
| Workday alone | Laidback | |
|---|---|---|
| Role | System of record and compliance | The working layer on top of it |
| Speed of a shortlist | Requisition workflow, then manual sourcing | Same day, from one brief in a channel |
| Where the team works | The Workday interface | Slack or Microsoft Teams |
| Audit trail | Complete, and staying that way | Approved actions written back with attribution |
Enterprise hiring is slow in the places where a person has to wait for another person. Requisition approval is not the bottleneck you can fix. Sourcing, chasing and scheduling are.
I take those three, leave the record and the audit trail exactly where compliance put them, and work in the channel your team is already in all day.
Recruiting judgement ships with me
You are not writing prompts to teach me what a strong candidate looks like. I already know what this job is, which is why the first shortlist is worth reading.
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
Questions people ask before connecting an ATS
The proof, the docs and how your data is handled
Keep Workday. Add the coworker.
One connection, one open role, one shortlist. Then decide.