Guides

When to hire, the role in one sentence, a job description template, a screening brief, an interview plan, a scorecard and the questions to ask.

When to hire, the role in one sentence, a job description template, a screening brief, an interview plan, a scorecard and the questions to ask.

When to hire, the role in one sentence, a job description template, a screening brief, an interview plan, a scorecard and the questions to ask.

When to hire, the role in one sentence, a job description template, a screening brief, an interview plan, a scorecard and the questions to ask.

When to hire, the role in one sentence, a job description template, a screening brief, an interview plan, a scorecard and the questions to ask.

When to hire, the role in one sentence, a job description template, a screening brief, an interview plan, a scorecard and the questions to ask.

When to hire, the role in one sentence, a job description template, a screening brief, an interview plan, a scorecard and the questions to ask.

When to hire, the role in one sentence, a job description template, a screening brief, an interview plan, a scorecard and the questions to ask.

A spreadsheet is a fine first hiring tool. Here are the signs that it has stopped working and what changes when you move to an applicant tracking system.

Three kinds of software sit around hiring and their names blur together. Here is what each one manages and which a growing company needs first.

AI resume screening is only as good as the brief it works from. Here is how to write one the way you would brief a recruiter, with three examples.

With an ATS that has an MCP server, your AI assistant can work in your real hiring pipeline. Here is the setup, 20 prompts worth using, and where a person must stay in charge.

Every job application is personal data. Here is what GDPR asks of a small company that hires in the EU or the UK, and what your applicant tracking system should handle.

Startups often work with several agencies, freelance recruiters and marketplaces at once. Each sends candidates its own way. Here is how to keep that from burying the hiring team.

A scorecard turns an interview from an impression into evidence. Here is how to build one, a template to copy and how to use it in the debrief.

A clear, timely no is part of your hiring reputation. Here are five templates by stage and the rules that keep rejections kind and safe.

Switching applicant tracking systems is less work than most teams fear. Here is what to export, the order to do it in, and what usually goes wrong.

Most startups do not need a recruiting department. They need the same seven steps done properly every time. Here they are, with the time each should take.

For the first one or two hires you do not need software. You need one form, one sheet, three emails and a habit. Here is the setup, and the point where it stops working.

The words that come up when a startup sets up hiring, each explained in one or two plain sentences, with links to the full guides.

A debrief is where interviews turn into a decision. Here is when to hold it, a minute-by-minute agenda, a written version for async teams and the rules that keep it fair.

An assistant connected to your applicant tracking system can do a lot. Here is a table of 21 hiring actions, who should do each one, and why.

There is no single best applicant tracking system for a startup. There is a best one for your stage, your budget and how you hire. Here are nine, with published prices and the situation each fits.

What applicant tracking systems cost, from each vendor's own pricing page, with the free plans, trials and the add-ons that change the bill.

An MCP server lets Claude, ChatGPT or Cursor work in your applicant tracking system. Here is which ATS products have an official one, on which plan, and what to check before you connect it.

Three applicant tracking systems have a free plan you can stay on. Most others offer a trial of two weeks. Here is what each free plan includes and where it stops.

Every applicant tracking system now says it has AI. Here is what AI-native means, how to test the claim, and what the law expects when AI screens applicants.

Most applicant tracking systems now score applicants with AI. Fewer show the reasoning behind each score. Here is who offers AI screening, how it is charged, and how to test whether a score can be checked.

When you need an applicant tracking system, what matters at each stage, and the ten questions that separate the options.

Ashby is a strong product. Teams look elsewhere mainly for price, a free plan or a different way of using AI. Here are six alternatives and when each makes sense.

Greenhouse is built for companies with recruiting teams. Smaller companies look for something faster to set up with a price on the website. Here are six alternatives.

Lever combines an ATS with a candidate CRM. Teams look for alternatives with published prices, faster product development or more AI. Here are five.

Workable is a capable all-rounder. Teams look elsewhere for a lower price, a free plan or AI that is not billed by credits. Here are six alternatives.

Dover's free ATS is hard to beat on price. Teams look elsewhere when they want AI screening without the Premium plan, deeper reporting or a product without a recruiter marketplace attached.

Breezy HR is a simple ATS at a flat price. Teams look for alternatives when they want AI included, a free plan or data export without the top plan.

Teamtailor is strong on career sites and employer branding. Teams look for alternatives mainly for published prices, a free plan or a lighter tool.

Ashby is the ATS most startups pick today, and for good reason. Here is where it shines, where an AI-native ATS works differently, and what each costs.

Greenhouse defined structured hiring for a generation of companies. Here is how it compares with an AI-native ATS built for teams that move fast.

Lever pioneered combining an ATS with a recruiting CRM. Here is how it compares with an AI-native ATS for startups and lean hiring teams.

Workable is a popular all-round ATS for small and mid-size businesses. Here is how it compares with an AI-native ATS built for startups.

Dover gives startups a free ATS and sells recruiters on demand. Evander is an ATS where AI does the screening and admin. Both have a free plan.

Gem grew from a sourcing CRM into an all-in-one recruiting platform. Evander is an AI-native ATS for teams whose candidates mostly apply or are referred.

Kula and Evander are both AI-first ATS products for growing companies. They differ in how you buy them and in how much an AI assistant can do.

Breezy HR is a flat-priced ATS with a visual pipeline for small businesses. Evander is an AI-native ATS where screening is part of every plan.

Teamtailor is a European ATS known for career sites and employer branding. Evander is an AI-native ATS with published prices and a free plan.

BambooHR is an HR system with hiring built in. Evander is a dedicated ATS. The question is whether you want one HR suite or the best tool for hiring.

JazzHR is a low-priced ATS for small US businesses. Evander is an AI-native ATS with a free plan and AI screening in every plan.

Manatal is a per-seat ATS and recruitment CRM popular with agencies. Evander is priced by company size with unlimited teammates.

Zoho Recruit is the hiring product in the Zoho suite, priced per recruiter with a free edition. Evander is priced by company size with unlimited jobs and teammates.

Pinpoint is an ATS for in-house talent teams at mid-size and large companies, sold by quote. Evander is a self-serve AI-native ATS for startups with published prices.

Recruitee, part of Tellent, is a collaborative hiring ATS popular with European in-house teams. Evander is an AI-native ATS with a free plan.

JOIN is a European hiring tool built around posting jobs to many boards, priced per active job. Evander is an AI-native ATS priced by company size.