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I.
LATE 2027Hire-to-Retire

Talent Acquisition software

Applicant tracking, interviews, and offers — without the LinkedIn-spam vibe.

An applicant tracking system covering job posting, candidate management, structured interviewing, scorecard collection, and offer management. Built for hiring quality, not pipeline volume.

What's on this page

  1. The opinion behind it — what this module does and why it's built this particular way.
  2. Key capabilities — a tactile list of the actual features in the module.
  3. Who it's for — company stage, team size, and the kind of HR operator this fits.
  4. Documents that pair with it — $49 templates available right now that work with this module.
  5. Connected modules — how this fits in the wider system.
  6. Frequently asked questions — the things prospects most often ask before deciding.
II.
II.The opinion behind it

What this module actually does.

The ATS category is dominated by tools optimized for high-volume recruiting (Greenhouse, Lever, Workable). They're excellent at their job: process thousands of candidates, automate communications, integrate with sourcing tools. They're not always what a smaller, quality-focused hiring team needs.

Our talent acquisition module is built for teams hiring 1–50 people a year where each hire matters disproportionately. Structured interviewing as a first-class concept (not an afterthought). Scorecard collection that actually closes the loop. Offer management that handles equity and counter-offer scenarios without breaking.

Built around the premise that the bottleneck in quality hiring isn't pipeline (you can buy that) — it's interview rigor and decision discipline. The module enforces both: structured interview kits per role, scorecard collection before debrief, decision documentation that survives audit.

III.
III.Key capabilities

What you can actually do with it.

  • 01Job posting to LinkedIn, Indeed, niche boards, and your careers page
  • 02Candidate database with stage-based workflow
  • 03Structured interview kits with calibrated questions per competency
  • 04Scorecard collection — interviewers commit privately before debrief
  • 05Debrief workflow with structured "thumbs up / down" + rationale
  • 06Offer letter generation (uses our offer letter templates)
  • 07Equity and total compensation modeling for offer construction
  • 08Reference check workflow with templated questions
  • 09Diversity-friendly default settings — blind initial screening, structured debriefs
  • 10EEO-1 reporting on applicants for US employers above threshold
IV.
IV.Who this is for

The right fit, honestly.

Mid-stage companies hiring 10–100 people per year. Hiring managers who care about getting the interview right. Founders who want the hiring discipline of Stripe and the speed of a 50-person company.

V.
V.Available today as documents

The talent acquisition templates, ready now.

Many of the documents that power this module are available individually right now. Buy what you need today; the system arrives when you're ready for it.

VI.
VI.Connects with

Where this fits in the wider system.

VII.
VII.Frequently asked

What you might be wondering.

Can we import candidates from our current ATS?

Yes — the migration tool reads from Greenhouse, Lever, Workable, BambooHR Hire, and most major ATS exports.

Does the module include sourcing tools?

No. We integrate with sourcing tools (LinkedIn Recruiter, Gem) but don't replace them. The module owns the candidate-flow from "interested" through to "hired" or "not hired."

How do you handle agency submissions?

Agency-submitted candidates are tracked separately with the source agency, the fee structure, and the guarantee window. Standard agency-management workflows are built in.

VIII.
VIII.Two ways to start

Buy a talent acquisition template today.

The documents that power this module are available individually now. The full module ships when it's genuinely useful — not before.