Product tour

Six steps, one system, no hand-offs lost.

Each part of Slatework passes its work to the next: a posting fills the pipeline, the pipeline books interviews, scorecards decide offers and offers become hires. Try each part below.

01 Sourcing and job boards

Write the posting once. Send it everywhere it should go.

Pick boards, set the pay range and see the posting as candidates will. Free boards cost nothing; paid boards are billed through Slatework, so finance gets one invoice.

Posting to: 3 boards
Cost for 30 days: $0
Typical applicants: 60

careers.brightkiln.example

Brightkiln Software · Customer team

Customer Success Manager

Lexington, KY · Hybrid (3 days in office)$68,000 – $84,000 a yearFull time

You’ll own a book of 60 mid-market accounts, run onboarding for new customers and be the person they call when something matters. You’ll work closely with support and product, and report to our Director of Customer Success.

What you’ll bring

Three or more years in customer success or account management for software
Calm, clear writing when a customer is frustrated
Comfort with renewals, health scores and a little data

Also posted on: Your careers page, Hirewire, Openroles

02 Shared pipeline

Stages that do the follow-up for you.

Add rules to any stage: send the scheduling link when someone enters Interview, ask for scorecards when the interview ends, and flag anyone who has waited too long.

Try the live pipeline board on the home page

1
When a candidate enters Screen
Send the phone screen booking link and assign the recruiter on the req.
2
When the interview ends
Ask each interviewer for their scorecard, with a reminder in chat after 20 hours.
3
When someone waits 5 days in any stage
Flag the card amber and add it to the weekly hiring review.
4
When a candidate is rejected
Send a kind, specific note within 48 hours, using the template for their stage.

03 Structured interviews

A scorecard that does the math.

Weight each competency by how much it matters for the role. Interviewers rate 1 to 4, and the weighted score turns into a recommendation before the debrief starts.

Strong hire: 3.50 and above
Hire: 2.75 to 3.49
No hire: 2.00 to 2.74
Strong no hire: Below 2.00

Ratings: 1 Strong no, 2 No, 3 Yes, 4 Strong yes. Use the arrow keys to change a rating.

Ramona D. · Final interview

Customer Success Manager · scored by Estelle Fairbanks

Hire

Weighted score 3.25 / 4

04 Scheduling

Panels across four time zones, booked in one step.

Slatework reads each interviewer’s working hours and calendar, then proposes times that work for everyone. Candidates see them in their own time zone; interviewers see their own.

Interview panel

Interview length

Show times in

Working hours 9:00 a.m. to 5:00 p.m. in each interviewer’s own time, on weekdays.

05 Offers and approvals

Offers checked against the band before anyone sees them.

Slatework compares every offer with the pay band for the role and routes it to the right approvers. Inside the band, the hiring manager signs off. Outside it, the people who own the budget do.

Offer for Esmeralda P.

Customer Success Manager · Level 2 · Hybrid

Inside band

Base salary$76,000

$60,000Band $68,000 – $84,000$96,000

Approvals

06 Hiring reports

The numbers your leadership team asks for.

Every report filters by department, location and recruiter, and exports to CSV. These are from a 400-person customer’s last two quarters.

Median time to hiredays, by month

Source of hire48 hires, two quarters

Walk through it with your own roles.

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