Volume
Too many applicants to review manually
High applicant volume makes consistent screening difficult for lean teams.
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Automated candidate screening
Screen candidates faster without lowering your hiring bar
Let's Hire helps teams sort resumes, responses, and role-fit signals into a consistent review process so recruiters spend less time triaging and more time with qualified candidates.
Configurable criteria, reviewer overrides, and consistent scorecards for every role.
Applied
AAvery Chen
MMorgan Lee
Screening
JJordan Kim
TTaylor Reed
Shortlist
CCasey Patel
RRiley Stone
Evidence-backed shortlist
Candidate signals, scorecards, and next steps stay connected in one review flow.
<24h
typical first workflow launch
3x
clearer shortlist review path
1
shared hiring decision workspace
0
black-box final hiring decisions
Screening bottlenecks
First-pass review is where hiring teams lose the most time.
Automated candidate screening helps create a repeatable review process before interview time gets spent.
Fit
Must-have criteria get buried
Important role signals are easy to miss when review happens in an inbox.
Speed
Qualified candidates wait too long
The best candidates are more likely to move on when next steps are slow.
Screening flow
Turn messy applicant volume into a structured review queue.
Use criteria, screening questions, summaries, and scorecards to move the right candidates forward.
01
Collect role-fit data
Gather resumes, responses, and candidate details in a consistent format.
02
Apply screening criteria
Compare applicants against must-have qualifications and role-specific signals.
03
Move with context
Send qualified candidates to the next stage with notes and decision rationale.
Screening tools
Practical automation for first-pass review.
Reduce repetitive screening work without hiding candidate context from reviewers.
RS
Resume summaries
Extract relevant candidate details into a faster review format.
Q
Screening questions
Capture role-specific context before live interview time.
KO
Knockout criteria
Mark must-have requirements while preserving reviewer control.
SL
Shortlist review
Advance candidates with scorecards, notes, and clear next steps.
Time saved
Estimate your monthly screening workload.
A simple calculator helps connect applicant volume to hours spent and workflow value.
Applicants reviewed1,200/mo
Manual review time220 hrs
Automation target68%
Example: 149 hours redirected to qualified candidates
Compare
A clearer way to move from applicant volume to confident decisions.
| Old way | With Let's Hire |
|---|---|
| Recruiters manually sort resumes and repeat the same first-pass questions. | Candidates move through a structured intake, screening, and review workflow. |
| Hiring managers leave scattered notes that are hard to compare. | Every reviewer works from shared scorecards, evidence, and decision history. |
| Candidates stall because next steps depend on manual follow-up. | Automations and reminders keep stage movement visible and accountable. |
FAQ
Questions buyers ask before they switch.
Does Let's Hire make final hiring decisions?
No. Let's Hire helps organize candidate evidence, automate repetitive steps, and standardize reviews. Your team stays responsible for final hiring decisions.
How quickly can a team launch?
Most teams can configure a first workflow, scorecard, and candidate intake process in less than a day, then improve it as real applicants move through.
Can we keep our current process?
Yes. Let's Hire is designed around configurable stages, scorecards, questions, and reminders so teams can start with their existing workflow.
Is this useful without a large recruiting team?
Yes. The product is especially useful for lean teams that need structure, screening help, and manager alignment without enterprise recruiting complexity.
Next step
Ready to build a faster hiring workflow?
Share your hiring volume and bottlenecks. We will help map the first workflow to launch.