The ATS that doesn't feel like one.

Comprehensive hiring process for mid-to-senior software engineers. Includes paid take-home assignment with team code review before live interviews. **Why this works:** - Code assignment reveals real coding ability (not whiteboard puzzles) - Async team review prevents groupthink - Two-stage interviews: technical depth + culture fit **Best for:** Backend, Frontend, Full-stack engineers **Timeline:** ~2 weeks **Candidate effort:** 5-8 hours (paid)

A structured product manager hiring process built around a written product case that separates outcome owners from feature-factory candidates. **Why this works:** - A written case shows real prioritization and discovery judgment, not interview polish - Independent team review keeps the outcome-ownership bar from drifting between interviewers - Two focused interviews cover product sense and execution without a bloated loop **Best for:** Startups hiring their first PM, once the founder is the roadmap bottleneck **Timeline:** ~2 weeks **Candidate effort:** 2-3 hours

A license-first hiring process for registered nurses that verifies credentials before interviews and moves from application to offer in days, not months. **Why this works:** - License and certification verification is the first gate, so no interview time is spent on a candidate who cannot legally practice - Written clinical scenarios scored on a shared rubric turn judgment, prioritization, and escalation into comparable signal instead of gut feel - One structured clinical interview instead of a drawn-out loop: RN is the hardest US seat to fill, and the fastest process wins the hire - An explicit compact-license question surfaces candidates who can start weeks sooner **Best for:** Hospitals, clinics, and agencies hiring staff RNs in a candidate-favorable market **Timeline:** ~1-2 weeks **Candidate effort:** 2-3 hours

A structured Customer Success Manager hiring process built around retention scenarios and a mock QBR, for finding CSMs who own net revenue retention. **Why this works:** - Asking for book-of-business metrics up front separates revenue owners from friendly firefighters - Churn-save, onboarding, and renewal scenarios show how a candidate actually runs a book, not how they interview - A mock QBR is the CS equivalent of asking an engineer to write code instead of describing it - Sales, CS, and the hiring manager score against one shared rubric, so the warm-but-flat candidate can't slip through **Best for:** SaaS startups hiring a CSM to own renewals, NRR, and expansion for a defined book of accounts **Timeline:** ~2 weeks **Candidate effort:** 3-4 hours

A structured accountant hiring process that screens on a realistic reconciliation and close work sample instead of credentials and trivia. **Why this works:** - A short written work sample (a reconciliation discrepancy, a close under deadline, a revenue-recognition call) separates people who have run the work from people who have watched it happen - Blind team review against a shared scorecard lets a non-accountant hiring manager score close ownership and GAAP judgment on evidence, not gut feel - CPA is weighted, not gated: in a 1-2% unemployment market, a credential filter shrinks an already tiny pool - A deliberately short loop, because the strongest accountants field competing offers within days of going active **Best for:** Startups hiring their first staff or senior accountant to own the month-end close **Timeline:** ~1-2 weeks **Candidate effort:** 1-2 hours

A hiring process for your first in-house recruiter, built around a sourcing and intake work sample that separates real pipeline owners from smooth talkers. **Why this works:** - Recruiters are professional interviewers, so conversation alone screens for polish; a written intake brief and sourcing plan show the actual craft - Asking for real pipeline numbers upfront (time-to-fill, offer-accept rate, pass-through by stage) filters coordinators from full-cycle operators - A role-play interview tests intake and closing, the two moments where searches are won and lost - References from both hiring managers and placed candidates verify partnership skills and the candidate experience they actually deliver **Best for:** Startups making their first in-house recruiting hire, typically around 40-50 employees or 15-20+ hires per year **Timeline:** ~2 weeks **Candidate effort:** 2-3 hours