Criteria
The bar changes by interviewer
Without shared criteria, interview feedback can drift by person and stage.
Pricing
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Structured hiring software
Make every hiring decision easier to compare and defend
Build role-specific scorecards, collect consistent feedback, and keep every hiring manager aligned around the same candidate evidence.
Designed for consistent criteria, decision history, and manager alignment.
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
Decision quality
Unstructured feedback makes candidates hard to compare.
Structured hiring gives every reviewer the same criteria and creates a cleaner decision record.
Notes
Evidence gets lost
Scattered notes make it hard to understand why a candidate moved forward.
Alignment
Managers disagree late
Late-stage surprises happen when expectations were never calibrated.
Scorecard flow
Define criteria before candidates reach the interview loop.
Give every reviewer a shared way to evaluate evidence and explain recommendations.
01
Define attributes
Choose competencies, must-haves, and rating guidance.
02
Collect feedback
Reviewers submit structured notes and recommendations.
03
Compare evidence
Decide with visible scorecards, rationale, and history.
Structured tools
Scorecards and evaluation workflows your team will actually use.
Keep the process rigorous without making managers fight a complex system.
SC
Reusable scorecards
Create templates for common role families and stages.
RG
Rating guidance
Help reviewers understand what good evidence looks like.
PN
Private notes
Capture sensitive reviewer context with appropriate controls.
DL
Decision logs
See who recommended what, when, and why.
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.