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Every stage of a hire, and what it leaves behind

Nine stages, from agreeing what the role needs to standing behind the decision. Each one records the evidence the next one reads.

1 of 9Set the bar before anyone applies

Rubric builder

Set the bar before anyone applies

When nobody writes down what matters most, every interviewer weighs it differently and the argument happens in the debrief.

  • Drafted from your notes and your company's website
  • Weights are whole points that add up to 100
  • Every edit is kept as a new version, so old scores still mean what they meant
How this works

Senior Backend Engineer, Payments

Rubric drafted from your notes and ledgerline.com

100points to share

Your team moves the weights. Every edit is saved as a new version.

  • Designs payment flows that survive failure22 pts
  • Runs Postgres at scale18 pts
  • Owns incidents end to end16 pts
  • Mentors other engineers12 pts
  • Ships in small, reversible steps12 pts
  • Writes clearly for other teams10 pts
  • Works from the Austin office twice a week10 pts

Publishing

Go live once three things are true

A posting carries your company's name, and the facts it's matched on decide who ever sees it.

  • A verified work email on your own domain, once per company
  • The role's key facts confirmed by a person
  • Wording that would be unlawful to write is flagged before launch
How this works

Ready to publish

Senior Backend Engineer, Payments

  • Work email on ledgerline.com verified, once for the whole company
  • Location, seniority and salary range confirmed by a person
  • Advances at 80, rejects below 65

Wording check: “native English speaker” flagged. “Fluent in English” passes.

Careers page and ATS intake

Every applicant takes the same path

Two ways in usually grow two sets of rules, and nobody notices until two identical candidates are treated differently.

  • Your careers page and your ATS feed share one intake
  • The same notice, consent and rubric for everyone
  • A returning candidate is recognised, not duplicated
How this works

Two ways in, one path

Every applicant is treated the same way

  • Careers page

    Hosted for you, in your colours

  • Your ATS

    Applications sent in over a signed webhook

  • The same AI hiring notice and consent
  • Scored against the same rubric version
  • Someone already in your pool is matched, not duplicated

AI résumé screening

Every résumé, scored with receipts

A score with no reason behind it can't be checked, and a keyword filter misses people who describe the same work differently.

  • Names, contact details, addresses and graduation years hidden before scoring
  • A score and the line behind it for every criterion
  • A résumé that can't be read is never rejected. The candidate is asked for a new file
How this works

Résumé scored

Name, email, phone and address hidden before scoring

82advance at 80

3 gaps become the voice agent's first questions.

  • Designs payment flows that survive failure22 pts92

    “Led the move of our ledger service to idempotent writes; duplicate charges fell from 0.4% to 0.02% of volume.”

  • Runs Postgres at scale18 pts88
  • Owns incidents end to end16 pts72

    GapOn call, but no incident she led

  • Mentors other engineers12 pts64

    GapMentions mentees, not what changed for them

  • Ships in small, reversible steps12 pts86
  • Writes clearly for other teams10 pts78
  • Works from the Austin office twice a week10 ptsNot scored

    GapA résumé can't say. Ask in the screen

AI voice agent

A voice agent interviews the candidates you invite

The first interview waits on somebody's calendar, and every candidate queues behind everyone else.

  • An AI voice agent interviews them on video, whenever they're free
  • It asks about the résumé's gaps first
  • Nine topics it never raises, checked in every transcript
How this works

Voice agent interview

Amara Okafor, on video, 24 minutes

8948% covered

  • Interviewer: Walk me through an incident you led, from the first page to the fix.
  • Amara Okafor: At 2 a.m. the webhook queue replayed twice.
  • Amara Okafor: I paged the team, froze deploys, and we reconciled every charge against the bank file before morning.
  • Designs payment flows that survive failure22 pts90
  • Runs Postgres at scale18 ptsNot asked yet
  • Owns incidents end to end16 pts86

    “I paged the team, froze deploys, and we reconciled every charge against the bank file before morning.”

  • Mentors other engineers12 ptsNot asked yet
  • Ships in small, reversible steps12 ptsNot asked yet
  • Writes clearly for other teams10 ptsNot asked yet
  • Works from the Austin office twice a week10 pts90

Interview co-pilot

Every round knows what's still open

Four interviews can overlap and still miss the one thing that decides the hire.

  • A brief before each round listing what nobody has checked
  • Co-pilot suggestions that show where they came from
  • A review for the interviewer afterwards, quoting their own questions
How this works

Final round

Led by Dana Whitfield, co-pilot on

86100% covered

Brief: still open, Mentors other engineers (12 pts).

Co-pilot: her résumé says “Paired with two junior engineers on the ledger rewrite.” Ask what the two engineers could do on their own afterwards.

  • Designs payment flows that survive failure22 pts90
  • Runs Postgres at scale18 pts82
  • Owns incidents end to end16 pts86
  • Mentors other engineers12 pts84

    “Six months later both of them were running the reconciliation job without me.”

  • Ships in small, reversible steps12 pts88
  • Writes clearly for other teams10 pts76
  • Works from the Austin office twice a week10 pts90

Decisions and analytics

Decide on the whole picture

A 92 built on two criteria looks exactly like a 92 built on all of them.

  • One running score across every round, with coverage beside it
  • Two numbers per role: advance at or above one, reject below the other
  • Every automatic move records the score, the threshold and the criteria behind it
How this works

Amara Okafor

All rounds, Senior Backend Engineer, Payments

86100% covered

Advanced to Offer. 86 clears the job's 80, with 100% of the rubric covered. The reason is on the timeline.

  • Designs payment flows that survive failure22 pts90
  • Runs Postgres at scale18 pts82
  • Owns incidents end to end16 pts86
  • Mentors other engineers12 pts84
  • Ships in small, reversible steps12 pts88
  • Writes clearly for other teams10 pts76
  • Works from the Austin office twice a week10 pts90

Candidate email agent

Candidates hear back, from the right person

Replies land in one recruiter's inbox, and a question about pay gets an off-the-cuff answer.

  • One thread per application that the whole team can see
  • Routine replies, like rescheduling, answered automatically
  • Pay, visas, offers and complaints always go to a person
How this works

Amara Okafor, Senior Backend Engineer, Payments

One email thread per application

  1. Amara Okafor: Could I move the final round to Thursday afternoon?
  2. Read as a reschedule. Replied with three times when every interviewer is free.
  3. Amara Okafor: Also, what's the salary range for this role?
  4. Sent to a person. Pay, visas, offers and complaints are never answered automatically.

Compliance kit

Ready for the questions regulators ask

Automated hiring decisions come with duties that are easy to write down and hard to run.

  • A public notice for each company, versioned
  • Separate consents to recording and to automated assessment
  • Demographic data readable only as totals, with small groups hidden
How this works

What stands behind every automatic decision

How Ledgerline uses AI in hiring, public and versioned

  • A public AI notice for each company, with the exact wording candidates agreed to
  • Consent to recording and to automated assessment, asked separately
  • Nine topics the voice agent never raises, and every transcript checked afterwards
  • A human-review link in every invitation and every rejection
  • Demographic data readable only as totals, with small groups hidden
  • Interview video deleted after 12 months; the transcript and the score stay

Works with the tools you already use

Calendars, meetings, job boards and your AI assistant, connected once.

  • Ask AI. Press Cmd+K and ask about any candidate. Every quote is checked first.

  • Bulk upload. Drop in up to 500 résumés or a zip. Duplicates are caught.

  • Calendars
    • Google Calendar
    • Microsoft Outlook
  • Meetings
    • Zoom
    • Google Meet
    • Microsoft Teams
  • Notes
    • Granola
  • Job boards
    • Google for Jobs
  • AI assistants
    • Claude
    • Any MCP client
  • Applicant tracking
    • Ashby
    • Lever
    • Greenhouse

See it on a role you're hiring for

Book a demo