In-house talent teams
Twelve open roles. One recruiter. No page four.
When the req load grows faster than the team, screening is the first thing to slip. Hyrefeed keeps every role's feed ranked and current, so you open each one to the strongest candidates first.
Many roles at once
Every req ranked, every morning.
Each open role has its own brief and its own feed. The roles overview shows where every search stands, how many strong matches have arrived, and which roles need attention, without opening them one by one.
- Role-by-role feed health at a glance
- Filter by team, hiring manager or location
- Assign roles across recruiters and share the load
Open roles overview
Senior Backend Engineer
Platform
Product Designer
Design
Account Executive
Sales
Finance Analyst
Finance
Time-to-shortlist
Start with the top of the list, not the top of the inbox.
Time-to-shortlist is mostly time spent finding the right five in the first hundred. With the feed already screened and ranked, your review starts where the strongest evidence is, and the shortlist follows.
- Top matches with reasons ready on day one of a search
- Late but strong applicants rise instead of getting lost
- Screen-call questions generated from the gaps
Pipeline: Product Designer
Ranked feed
3Shortlist
2Screen call
1Interview
1Working with hiring managers
Answers before they ask “how's the search going?”
Pipeline health
Candidates per stage, strong-match volume and stage ageing, per role and across the team.
Weekly role summaries
A plain summary for each hiring manager: what arrived, who was shortlisted, what is next.
Manager feedback
Hiring managers review shortlists and leave structured feedback in one place.
Time in stage
See where candidates wait longest and fix the bottleneck before it costs a hire.
Brief alignment
The role brief is visible to everyone, so scoring and feedback use the same yardstick.
Team workspace
Recruiters, coordinators and managers each get the access their role needs.
Questions
For in-house teams
No. Many teams use Hyrefeed for sourcing, screening and shortlisting, and keep their existing system for offers and onboarding. Contact us about how you want the two to fit together.
A first role can be live the day you sign up: write the brief, connect channels, and upload any existing CVs. Rolling out to a full team usually follows over the first couple of weeks.
That is your choice. You can share only shortlists, or give managers view access to the full ranked feed for their roles.
Rank 01 is waiting
Open every role to its strongest candidates first.
Connect your channels, describe the role, and watch the shortlist assemble itself while you spend time on the conversations that matter.
Sample feed
Re-rankingRiya Kapoor
Matched: 5 yrs SaaS, owns a mid-market quota
Kabir Sethi
Matched: team-lead history, HubSpot admin
Nisha Rao
Partial: 3 yrs SaaS, currently leads a team