A growing non-profit · Recruitment
How we ran several hiring rounds at once, with no HR team and hiring managers who already had full-time jobs.
What they asked for
Help filling several roles across two teams at the same time. They wanted shortlisting to be fair and anonymous, and every candidate treated well, with no HR team to run it.
What was actually going on
Recruitment wasn't anyone's job. Hiring managers were fitting it around their day jobs, a lot of applications were expected, and reading every one by hand wasn't realistic. The real risk was that shortlisting would end up rushed and inconsistent, decided by whoever had time that week.
What we built
An ATS platform that hides candidates' personal details as standard, with AI shortlisting I set up from what each hiring manager told me they were really looking for. I tested it on 15 sample CVs, written to be strong, middling and weak fits, and adjusted it until it ranked them the way the hiring managers would have. Around it: one board showing every role, stage, owner and date, paid work tests in the same format across roles, templated emails for every stage, work tests and an interview guide with scoring criteria for each panel member.
What changed
Hiring managers reviewed a shortlist instead of a pile of applications, scored against criteria they'd set themselves. Every candidate heard back at every stage, and candidates said it was a good experience, even when they didn't get the job.