Scheduling
Phone screens slow the funnel
Coordinating every first conversation creates avoidable delay.
Pricing
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Structured video interviews
Run consistent first-round interviews without scheduling every screen
Collect candidate video responses, score them with shared criteria, and give hiring managers the context they need to move faster.
Built for repeatable questions, team review, and candidate-friendly async interviews.
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
Interview delays
First-round interviews should create signal, not scheduling drag.
Structured video interviews let candidates answer on their time while your team reviews consistently.
Consistency
Candidates answer different questions
Unstructured screens make it harder to compare applicants fairly.
Review
Managers lack context
Videos, notes, and scorecards need to be easy to review together.
Video flow
Ask the same questions and review answers on your schedule.
Give candidates a clear async interview flow and give reviewers a structured evaluation experience.
01
Choose questions
Use role-specific prompts and time limits for each stage.
02
Collect responses
Candidates complete video answers from a guided flow.
03
Score together
Reviewers watch, score, comment, and move candidates forward.
Video tools
Video interviewing built into the hiring workflow.
Use video as evidence inside the same process as screening, scorecards, and candidate decisions.
VI
On-demand interviews
Replace repetitive phone screens with structured async responses.
QB
Question banks
Create reusable prompts by role, stage, and competency.
TR
Team review
Share recordings, notes, ratings, and recommendations in one place.
CE
Candidate experience
Keep instructions clear and next steps visible.
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.