AI Hiring Accelerator

A complete slate driven recruiting engine. Installed in days, operated on SLAs, optimized continuously.

What You Install

Intake Architecture

Role scorecards with must-have/nice-to-have competencies, knockout criteria, competency matrices with scoring rubrics, hiring manager interview guides, and decision frameworks.

Search Pipeline Build

Multi-source aggregation (LinkedIn, GitHub, niche boards), real time enrichment (email/phone/social verification), automated dedupe across roles and historical pipeline, suppression lists for opted-out candidates.

Outreach Engine

Multi-channel sequences (email/SMS/LinkedIn) with A/B testing, reply classification (interested/not-interested/question), automated scheduling links for qualified replies, deliverability monitoring and domain health tracking.

Screening Operating System

Knockout questions (authorization, comp expectations, notice period), rubric-based scoring aligned to competency matrix, structured screen summaries with signal extraction, human QA review before slate finalization.

Scheduling + Hiring Manager Digests

Automated interview orchestration with calendar sync, weekly slate delivery emails with candidate summaries, feedback collection workflows with turnaround tracking, offer/rejection automation with templated messaging.

Dashboards

Pipeline velocity by role and stage, stage conversion rates and drop-off analysis, time-to-slate vs. SLA tracking, quality thresholds (screen-to-interview, interview-to-offer), cost per hire and source ROI.

Governance Layer

Audit logs for every candidate interaction, consent tracking and opt-out management, bias check alerts on sourcing and scoring, SLA breach monitoring with escalation workflows, compliance documentation (EEOC, GDPR, CCPA-ready).

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What You Operate

Role Capacity Model

Each active role receives dedicated sourcing, outreach, and screening capacity. Capacity is described in terms of outreach volume, screen throughput, and slate delivery cadence—not arbitrary "requisition limits." Scale by adding role capacity as hiring volume increases.

Weekly Slate Cadence

Qualified candidates are packaged into weekly slates per active role. Each slate includes 3-5 candidates who passed knockout screening and rubric scoring, complete with structured summaries and interview-ready profiles. No random trickle—predictable weekly delivery.

Hiring Manager Feedback Loops

After each slate, hiring managers provide structured feedback: quality assessment, scoring adjustments, must-have clarifications. Feedback is captured in Airtable, tracked for turnaround time, and fed directly into rubric tuning and next slate targeting.

Continuous Experiments

Every two weeks, we test new messaging angles, subject lines, outreach timing, and channel mix. Experiments are logged, measured against reply rate and qualification rate, and either graduated to standard practice or deprecated. No "set and forget."

Drift Alerts

Automated monitoring flags when talent pool quality degrades, when reply rates drop below threshold, when time-to-slate exceeds SLA, or when stage conversion dips. Alerts trigger root cause analysis and corrective action plans within 48 hours.

What You Optimize

Quarterly Rubric Refresh

Every 90 days, we review hiring outcomes, interview-to-offer conversion, and 90-day retention. Rubrics are updated to emphasize signals that predict success and de-weight signals that don't. Scorecards evolve with your team's learning.

Channel Mix Tuning

Source performance is tracked by cost per qualified candidate, time to engagement, and offer acceptance rate. Budget is reallocated quarterly: increase spend on high ROI sources, decrease or pause low performers. Data driven channel optimization.

Benchmark Comparisons

Your metrics (time-to-slate, reply rate, interview-to-offer) are compared against anonymized peer benchmarks by industry, role type, and hiring volume. Identify gaps, set stretch goals, and track competitive positioning.

Interviewer Load Balancing

Interview load is monitored per hiring manager and panel member. When overload is detected, we redistribute interview requests, suggest panel rotation, or flag capacity constraints before they cause delays. Protect your team's time.

See how the Accelerator fits your hiring plan

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Airtable Ops Hub

Core Tables

  • Roles (intake, capacity, SLA tracking)
  • Candidates (profile, stage, scoring)
  • Outreach Events (sends, replies, bounces)
  • Interviews (scheduled, feedback, outcomes)
  • Offers (extended, accepted, declined)
  • SLA Metrics (time-to-slate, breach alerts)
  • SOPs (playbooks, templates, decision trees)
  • Tasks (QA reviews, follow-ups, escalations)
  • QA Audits (slate reviews, bias checks)
  • Issues (drift, SLA miss, quality flags)

Key Views

  • Ready for Slate (qualified, awaiting QA)
  • SLA Risk (approaching deadline)
  • Needs Manager Feedback (post-slate)

Interfaces

  • Exec: Time-to-slate, qualified/week, avoided fees
  • Hiring: Pipeline + interview orchestration
  • Ops: Tasks by seat, scorecards, error logs

Automations

  • Qualified threshold → create Interview task
  • SLA breach → alert ops + hiring manager
  • Issue logged → QA audit triggered
  • Bi-directional ATS sync for status updates

The Airtable Ops Hub provides complete transparency and governance. Every action is logged, every SLA is tracked, and every stakeholder has role-appropriate visibility.

No pricing on site. Discuss scope and engagement terms in demo.