Hiring fails in the gaps: the great applicant who waited nine days for a reply and took another offer, the sourcing that stopped the week things got busy. This employee runs the pipeline's unglamorous half - sourcing candidates, screening applications against what you actually need, keeping every candidate warm with real communication, and scheduling interviews without the calendar tennis. Your judgment stays; the drag goes.
Candidate discovery runs continuously against the profile you set, not just the week the role opens. The pipeline stays warm even when your week is not.
Every application read fully and screened against what the role actually needs - your criteria, applied consistently. The strong maybe never gets skimmed past at 11pm.
Acknowledgments, updates, and timely next steps for every candidate, drafted in your voice. The silence that costs companies their best applicants - and their reputation - ends.
The back-and-forth of finding a time disappears: candidates get slots, calendars get respected, reschedules get handled, and your team just shows up.
Your private channel opens the minute you hire. No call, no kickoff meeting, no software to install.
It studies your business and writes your Company Brief, then learns each open role: what great looks like, what disqualifies, and how you talk to candidates.
The screening criteria and the candidate-facing messages get proposed for your approval before any candidate hears anything. Your bar, your tone, locked in once.
Sourcing surfaces candidates, applications get screened with reasoning attached, communication flows on time, and interviews land on calendars.
What reaches you is the shortlist with the evidence: who is worth your interview time and why. The hiring decisions stay entirely yours - they just stop waiting on admin.
Like every Tenfold employee, this one runs one opinionated method: every applicant read fully, screening reasons written down, no candidate left in silence, and speed treated as a competitive weapon - because the best candidates are gone in days. When the field moves, the method moves, and you do nothing to get the update. Here is the whole method.
It works your hiring flow through grants you make once, in your portal's Access tab. Candidate-facing messages follow the templates and voice you approved, credentials never appear in chat, and you can revoke access yourself at any time.
Never. It screens against your approved criteria and shows its reasoning; the shortlist, the interviews, and the offer are yours. It removes the admin between you and the decision, not the decision.
Candidate messages are drafted in your voice and follow the approach you approve, including how the process is described. Respectful, timely, and honest is the method's floor either way.
The channels you point it at plus the profile you define - and it tells you which sources are actually producing the candidates that pass your screen, so sourcing spend follows evidence.
Yes - each role gets its own criteria, pipeline, and communication, worked in parallel. Hiring pushes are exactly when the admin half drowns teams, and exactly when this role earns its keep.
Every one gets a timely, respectful close in your voice. Rejected candidates talk about companies too - the method treats them as the reputation asset they are.
An AI employee that keeps your 1:1s happening and worth having: scheduled on rhythm, prepped from each person's recent work, with the threads worth pulling already surfaced.
An AI employee that runs new-team-member onboarding: the welcome, the setup checklist chased to done, and first-30-day milestones tracked - so day one never falls apart again.
An AI employee that reads tracked hours daily, keeps a clean ledger of hours per person per client, and flags gaps and anomalies - so billable time stops leaking.
An AI employee that processes incoming bills, categorizes them, flags what looks off, and queues everything for your approval - so paying bills takes minutes, not an afternoon.
Requesting this role moves it up the roster - requests set the order roles open for hire, and you will hear the moment it opens.
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