Recruiting and hiring workflows,
powered by AI.

The role nobody has defined the same way. The interview panel repeating the same questions. The candidate waiting while the offer details are checked. Prepare a clearer process from the first brief to the HR handoff. These are illustrative workflows.

Browse every work area
Is the role clear enough to hire for?Outcomes, essential requirements and the agreed hiring brief before the search starts.Plenty of names, but where is the search getting stuck?Search criteria, source results and stage delays ready for the recruiter to inspect.Are three interviewers asking the same thing?Distinct interview responsibilities and work samples tied to the actual role.What is holding up the offer?Approved terms, unresolved questions and a clean handoff after acceptance.

Built for the AI you already use.

  • ChatGPT
  • Claude
  • Copilot
  • Gemini

Explore the work behind the next decision.

Start with a job you recognize. Open it to see what gets prepared, the questions that remain and where a person decides.

Illustrative workflows, adapted to your own procedures and standards. Each needs to be scoped to your operation. Scheduling and system connections are possible setups, scoped separately. People retain the decisions shown.

Role definition

Agree what the person will do and how the team will assess relevant evidence.

A manager requests a new hire or replacement.A draft brief recording outcomes, scope, essential criteria and contradictions to resolve.

Turn the intake conversation into one agreed brief

Bring these each run
Manager notes, approved headcount, pay range, working arrangements and prior role material.
The person decides
The hiring manager signs off the role and the recruiter confirms the search constraints.
Keep the exceptions visible
Unapproved budget, incompatible requirements and unclear ownership remain open.
Work it connects
The recruiter, hiring manager and compensation approver.

Possible setup. From approved files. When an agreed event happens.

The hiring brief is ready to become a public job description.A draft post explaining the work, requirements, approved pay information and application process.

Draft the job post from the approved role

Bring these each run
Approved role brief, benefits wording, working arrangements and company language.
The person decides
The recruiter and hiring manager approve the post; counsel checks jurisdictional questions.
Keep the exceptions visible
Missing terms and unsupported company claims stay out of the publishable draft.
Work it connects
The recruiter, hiring manager and compensation approver.

Possible setup. From approved files. On request.

The team needs a common assessment basis before reviewing applicants.A proposed rubric connecting job outcomes to observable work evidence.

Define the evidence interviewers should look for

Bring these each run
Approved role outcomes, essential competencies and example work tasks.
The person decides
The hiring manager and recruiter approve consistent, job-related criteria.
Keep the exceptions visible
Protected traits, school prestige and personality guesses are not criteria.
Work it connects
The recruiter, hiring manager and compensation approver.

Possible setup. From approved files. On request.

Sourcing and pipeline

Prepare search choices and expose bottlenecks in the recruiting process.

The recruiter is deciding where to look for applicants.A channel comparison with audience fit, supplied costs and a proposed posting plan.

Choose a sourcing plan for the role

Bring these each run
Role brief, candidate availability evidence, current channel terms and prior source results.
The person decides
The recruiter chooses channels and approves spend and posting.
Keep the exceptions visible
Old channel prices or unsupported claims about applicant quality need verification.
Work it connects
Recruiters, sourcing staff and hiring managers.

Possible setup. From approved files. On request.

A recruiter requests research through a separately scoped sourcing connection.A list of potentially relevant profiles with cited work evidence and unanswered questions.

Prepare a candidate research list against agreed criteria

Bring these each run
Approved role criteria, authorized source access, search boundaries and permitted profile fields.
The person decides
The recruiter verifies the evidence and decides whom to contact.
Keep the exceptions visible
No sensitive traits are inferred; missing profile evidence does not establish inability.
Work it connects
Recruiters, sourcing staff and hiring managers.

Possible setup. Through a scoped connection. On request.

A separately scoped weekly run receives the recruiting export.A process report showing stage delays, incomplete statuses and source-to-stage movement.

Find where the recruiting pipeline is stalling

Bring these each run
Dated recruiting export, stage definitions, role identifiers and source attribution.
The person decides
The recruiting lead chooses where to investigate the process or change sourcing effort.
Keep the exceptions visible
Small samples and inconsistent stage dates limit comparisons; no candidate ranking is produced.
Work it connects
Recruiters, sourcing staff and hiring managers.

Possible setup. From an approved export. On a schedule, with review.

Application review

Organize job-related evidence so the recruiter can make the next decision.

Applications are ready for recruiter review.An evidence worksheet citing relevant experience and marking unanswered requirements.

Map applications to the agreed requirements

Bring these each run
Authorized application files, approved role criteria and the published job description.
The person decides
The recruiter reviews each application and decides who progresses.
Keep the exceptions visible
No automatic rejection, personality inference or use of protected characteristics.
Work it connects
Recruiters and the hiring manager.

Possible setup. From approved files. When an agreed event happens.

The manager changes the scope or requirements during a search.A before-and-after criteria map and a list of prior application evidence needing reconsideration.

Show what changes when the hiring brief changes

Bring these each run
Previous and revised approved briefs, existing evidence worksheets and change rationale.
The person decides
The recruiter and manager agree how to apply the revised criteria consistently.
Keep the exceptions visible
Earlier decisions are not silently overwritten; applicants are not rescored without review.
Work it connects
Recruiters and the hiring manager.

Possible setup. From approved files. When an agreed event happens.

The recruiter needs screening questions for an approved role.A short question guide tied to role requirements and factual points to clarify.

Prepare a consistent first conversation

Bring these each run
Approved role brief, assessment rubric and interview boundaries.
The person decides
The recruiter approves the questions and makes screening decisions from the answers.
Keep the exceptions visible
Questions about irrelevant personal circumstances are excluded.
Work it connects
Recruiters and the hiring manager.

Possible setup. From approved files. On request.

Interviews

Give each interview a purpose and each candidate clear arrangements.

A role is ready for structured interviews.A panel plan with competency ownership, common questions and a debrief template.

Give every interview a distinct job

Bring these each run
Role rubric, panel availability, interview format and agreed process length.
The person decides
The hiring manager approves coverage and interviewers accept their responsibilities.
Keep the exceptions visible
Overlapping rounds and requirements with no assessment are flagged.
Work it connects
The recruiter, interview coordinator and interview panel.

Possible setup. From approved files. On request.

The panel needs a practical way to assess a job-related capability.A bounded exercise, candidate instructions and observable assessment criteria.

Design a work sample around a real role task

Bring these each run
Role tasks, approved rubric, time allowance and accessibility arrangements.
The person decides
The hiring manager approves relevance, effort and how evidence will be assessed.
Keep the exceptions visible
The exercise must not require confidential prior-employer material or unpaid production work.
Work it connects
The recruiter, interview coordinator and interview panel.

Possible setup. From approved files. On request.

A recruiter authorizes one availability check through a separately scoped calling connection.A record of candidate-stated time windows, timezone and permitted follow-up channel.

Gather interview availability for the coordinator

Bring these each run
Authorized contact, known role, approved questions and coordinator details.
The person decides
The coordinator reviews the response and separately confirms any interview booking.
Keep the exceptions visible
An unanswered or unclear call stays unresolved; no automatic retry, screening or booking.
Work it connects
The recruiter, interview coordinator and interview panel.

Possible setup. Through a scoped connection. On request.

Hiring decisions and process learning

Make the panel's reasoning visible and improve the process between searches.

The final interview feedback has arrived.A packet of observed evidence, disagreements and missing answers against the agreed rubric.

Prepare the panel debrief from independent notes

Bring these each run
Individual interview notes, work sample observations and approved role criteria.
The person decides
The hiring manager makes the hire decision after the panel discusses the evidence.
Keep the exceptions visible
A confident opinion without examples is marked unsupported; no hiring verdict is generated.
Work it connects
The hiring manager, recruiter and interview panel.

Possible setup. From approved files. When an agreed event happens.

The recruiter has authorization for the reference stage.A question guide focused on role-related evidence still needing corroboration.

Prepare reference questions that test remaining gaps

Bring these each run
Candidate-authorized references, role requirements and unresolved interview questions.
The person decides
The recruiter approves the contact and questions; the hiring manager evaluates the answers.
Keep the exceptions visible
No undisclosed contact or questions about protected or irrelevant personal information.
Work it connects
The hiring manager, recruiter and interview panel.

Possible setup. From approved files. On request.

The recruiting lead requests a review after a completed hiring round.A process memo on repeated questions, missing competency coverage and inconsistent rubric use.

Find the questions that failed to produce useful evidence

Bring these each run
Approved rubric, anonymized panel feedback and observed process issues.
The person decides
The recruiting lead approves revisions before the next comparable search.
Keep the exceptions visible
The review evaluates the process, not candidates' personality or predicted performance.
Work it connects
The hiring manager, recruiter and interview panel.

Possible setup. From approved files. On request.

Offers and handoff

Prepare approved terms and make the transition to HR explicit.

The hiring manager authorizes offer preparation.An offer draft with approved compensation, role, start arrangements and unresolved fields.

Draft the offer from approved terms

Bring these each run
Approved offer template, compensation authorization, role details and benefits summary.
The person decides
HR and the authorized signatory approve the offer after counsel reviews legal terms.
Keep the exceptions visible
No salary, equity, classification or condition is invented.
Work it connects
Recruiters, hiring managers, HR and compensation approvers.

Possible setup. From approved files. When an agreed event happens.

The recruiter requests offer preparation through a separately scoped recruiting connection.A brief comparing approved terms with candidate-stated questions and requested changes.

Prepare the questions before discussing the package

Bring these each run
Authorized candidate history, approved pay limits, stated preferences and outstanding questions.
The person decides
The recruiter chooses the conversation; the compensation approver decides any change.
Keep the exceptions visible
Do not infer hidden motives or pressure a candidate to resign; no offer is sent.
Work it connects
Recruiters, hiring managers, HR and compensation approvers.

Possible setup. Through a scoped connection. On request.

The candidate's acceptance is recorded and verified.A handoff of agreed terms, confirmed start details, remaining conditions and the new owner.

Hand the confirmed hire over to HR

Bring these each run
Accepted offer, verified candidate details, outstanding conditions and HR intake checklist.
The person decides
The recruiter confirms acceptance and HR accepts responsibility for onboarding.
Keep the exceptions visible
Tentative dates and incomplete conditions remain open; acceptance is not assumed from silence.
Work it connects
Recruiters, hiring managers, HR and compensation approvers.

Possible setup. From approved files. When an agreed event happens.

From “I prompt it”
to “it is ready to review.”

Start with a simple version of one job. Make the preparation more automatic as the inputs, rules and review process become reliable.

On request

Bring the files or exports. Run the preparation when you need it, and review what comes back.

First, agree the useful output.

On a schedule

Prepare the review at an agreed interval, with a clear owner for exceptions and missing inputs.

Next, establish access and a review queue.

When something happens

An agreed event starts the preparation. Duplicate records, failures and retries have somewhere to go.

Then, test the trigger and recovery.

The person still approves the payment, releases the work or sends the message. Scheduling and integrations are scoped to the job.

Already have a prompt
that gets you most of the way?

That is a useful starting point. Bring the prompt, an example result and the part you still have to chase or fix.

We can start by examining what you have: its inputs, the exceptions it misses and what would make it reliable enough to hand off.

Describe what you have built
How we build and review the work

Your way of doing the work, ready for the team.

Your recruiters know when a brief is contradictory, what interview evidence is useful and where candidates wait unnecessarily. Capture that process knowledge in reusable preparation.

Fully Powered Studio captures the steps, exceptions and standards in your procedures and your people's experience. They become reusable instructions, templates and checks for the next run.

Capture what works with Fully Powered Studio

Start with the records you already have.

Build with invented roles and applications. Your recruiting team handles authorized candidate material in its own AI workspace. Sourcing connections, calls and scheduled reports require separate scope.

Begin with approved files and exports in your own AI workspace. Live connections and scheduled preparation can be scoped as the work becomes reliable.

Security and your informationWork that crosses systems

AI prepares. Your people decide.

Recruiters and hiring managers decide who progresses and whom to hire using job-related evidence. HR, compensation approvers and counsel approve offer terms. People and HR owns the employee lifecycle after handoff.

Test ordinary work alongside missing records, conflicting information and unusual cases. A useful output shows what it checked and what it could not assess.

Evals, validation & verification

Build the capability you need next.

A team making its first hires may need a clear role brief, structured interview process or recruiting report. We adapt general methods to the roles and the people accountable for hiring.

We select reusable methods and templates, tailor them to your organization, guide first use and refine the package with your team.

Build what's missing

What is your
version of this?

One job is enough to start.

Describe what comes in, what you do now and what you wish would be ready without another prompt.

Prepare a discussion outline. Your answers stay in this browser tab. You can edit and copy the outline to bring to a conversation. Nothing is sent or saved.

Go straight to a fit call

One recurring job.
Or a connected department.

Start with one workflowFind a focused starting point in work you already do.Map your department against thisExplore connected workflows, ownership and implementation.

Existing sprints, scope and pricing are on Get started. Establishing a function? Explore building a new capability.

Which job would you like ready to review?

Bring one open role, the agreed hiring criteria and the step where the process keeps slowing down.

Book a 30-minute fit call.