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One hire, in order.

Six steps from posting to the answer. What arrives, when, and what is yours to decide along the way.

The six steps
  • 01Post with your criteria committedA title, a salary band no more than 25% wide with one line on how you decide the number, up to three must-haves that block, up to eight ranked preferences that only sort. Locked the moment the role goes live: that is the deal candidates apply under.
  • 02Watch the count before you commitEvery requirement you add moves the number of people in the pool who clear it. You know what a must-have costs before you post, and a near-miss is never lost: preferences rank, they do not exclude.
  • 03The first day lands sealedEvery applicant is identity-verified. Candidates get seven applications a week, so each one cost them something scarce. The first 24 hours arrive as one batch; nobody wins by refreshing faster, and your seven-day window only starts once the seal lifts.
  • 04Read twenty-five at a time, blindNo names, photos or schools until you advance someone. Applicants are scored against your criteria and shuffled per reviewer. Four switches are yours mid-role: who reads what, direct decision or a vote, arrival order, and whether scores are open or independent.
  • 05Answer each one within seven daysAdvance, decline with a reason tied to your own criteria and sent in your words, or hold once. Miss the deadline and the role comes off the board, every unanswered candidate gets their application back, and the miss goes on your public record.
  • 06Interview with the kit, or without itOne behavioral question per ranked criterion, cards submitted blind, a debrief that puts every card side by side. Structured interviews out-predict unstructured ones in the classic meta-analysis (Schmidt and Hunter, 1998) and by a wider margin in the latest peer-reviewed re-analysis (Sackett and colleagues, Journal of Applied Psychology, 2022), where they rank as the single best predictor of job performance. Have your own process? Keep it. Either way, the decision is the answer: it reaches the candidate by email the moment you make it.
The figure that stops an impossible wall

Step two, live. Toggle requirements and watch who is left.

  • Up to three blockWork authorization, days on site, years in a function, education, a license. Anyone who lacks one never reaches you, and is told which one.
  • Everything else sortsUp to eight ranked preferences order the field. They rule nobody out, so a near-miss is never lost.
  • The count is the costThe number is who in the pool clears everything you ticked. Under five, the role holds as a draft until five clear, and the composer says so before you post, not after.
Your must-haves

2 more allowed. Everything else ranks instead of blocking.

215people match

Comfortable. You will see a full shortlist.

Sample numbersthe live count arrives with the pool

The clock
  • The first 24 hoursSealed. Applications land as one batch when the seal lifts, and the clock has not started: you are not charged a day on which you can take no action.
  • Then seven days openThe window starts when the seal lifts. Applicants as they land; at twenty-five waiting the field locks and ranks. The seventh open day closes it either way, and your shortlist is delivered.
  • Seven days after the shortlistEvery applicant has an answer, or the role comes off the board.
  • Twenty-one daysHire inside this and the placement fee is $0. Later is never a bigger bill, only a smaller rebate. There is no deadline to hire. The schedule.
Why the channel broke, and why this is built the way it is
  • 300+ applications per hireRoles now average more than 300 applications per hire, about triple the roughly 100 of early 2021 (Ashby, 100M+ applications across 200K+ jobs, 2021 to 2026). LinkedIn averages 11,000 applications a minute, up more than 45% in a year, per its own data, reported by the New York Times, June 2025. Hence the seven-a-week limit and the twenty-five cap.
  • 1 in 4 profiles fake by 2028Gartner's prediction, worldwide, made in 2025. Pindrop's chief executive told Fortune that one senior developer opening drew 827 applications; roughly 100, about 12%, used fake identities, some backed by deepfakes. Hence the identity check before anyone can apply.
  • 18–22% of postings are ghost jobsOn Greenhouse's own platform, in any given quarter of 2024, 18–22% of the jobs posted were classified as ghost jobs (Greenhouse, December 2024; reported by the Wall Street Journal, January 2025). The people you most want have stopped believing job boards. Hence the seven-day answer, on the record.
  • $5,475 and thirty-nine daysAn average of $5,475 a nonexecutive hire (SHRM, 2025), and thirty-nine days to fill at the median (SHRM, 2026). Most of it is time spent reading applications an AI wrote. Hence criteria before posting, and a shortlist you can read in an afternoon.