Applicant tracking for teams of 50 to 1,000
Hiring that runs like the rest of your company.
Post to every job board at once, move candidates through one shared pipeline, score interviews the same way every time and send offers people sign.
Customer Success Manager
REQ-2207 · Brightkiln Software · 2 openings · Lexington, KY
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Applied 42
+ 38 earlier applicants
Screen 12
+ 9 in phone screens
Interview 5
+ 3 booked this week
Offer 1
Hired 1
Hiring teams at 420 growing companies run on Slatework
- Quillmont
- Fernreach
- Kettleby
- Corvane
- Pellworth
- Hollowell
- Brightkiln
- Sablewood
One system, start to signed
Everything between “we need someone” and their first day.
Slatework replaces the job board logins, the interview spreadsheet and the offer letter in someone’s downloads folder. Each step hands off to the next, so nothing waits on a status email.
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Post everywhere at once
Write the posting once, pick your boards, and every application lands in the same pipeline with its source tagged.
Sourcing and job boards -
One shared pipeline
Recruiters, hiring managers and interviewers work from the same board, with days-in-stage flags so nobody sits in Screen for three weeks.
Pipeline and stages -
Structured interviews
Weighted scorecards and interview kits for every role. The recommendation comes from the ratings, before anyone hears the loudest opinion.
Scorecards and kits -
Scheduling across time zones
Slatework reads every interviewer’s calendar and proposes times that work for the whole panel, shown in the candidate’s own time zone.
Interview scheduling -
Offers with approvals
Offer letters from templates, checked against the pay band, approved by the right people and signed online.
Offers and approvals -
Reports leadership trusts
Time to hire, source of hire, pass-through rates and voluntary self-ID summaries, ready for your Monday meeting.
Hiring reports
Structured interviews
Five competencies. Four ratings. One clear recommendation.
Every interviewer scores the same competencies on the same scale, weighted by what matters for the role. Change a rating on the scorecard and watch the recommendation follow.
- Scorecards are due within 24 hours, with reminders in chat
- Interviewers can’t see each other’s ratings until they submit
- Job-related questions only, from a kit you write once per role
Ramona D. · Final interview
Customer Success Manager · scored by Estelle Fairbanks
Weighted score 3.25 / 4
What changes in the first six months.
- Median time to hire
- −31%
- across customers after six months
- Scorecards submitted on time
- 92%
- within 24 hours of the interview
- Applicants who hear back
- 100%
- with stage reminders turned on
- Typical setup
- 9 days
- from contract to first posting
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“Our branch managers stopped asking where a candidate was. They can see it, and so can the candidate.”
Rhiannon Tolliver
VP of Talent, Quillmont Insurance -
“Drivers book their own road test from their phone. We lost people in the gaps before.”
Cecily Northcutt
Recruiting Manager, Kettleby Freight -
“We wanted a grown-up process without a grown-up implementation project. It took a week.”
Hiroshi Lockridge
Talent Lead, Brightkiln Software
See your own roles in Slatework.
Send us two open roles before the call and we’ll load them into a workspace, so the demo is your pipeline, not ours.