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Replicate a strength
Hire someone like your top performer. Compounds what already works and protects a proven motion.
Context-aware hiring
Decide who to hire before you write the job post.
Bring your team's real numbers and strategy into your coding agent, reason about the hire you actually need, and let it run the Yardstick workflows that build the interview plan, job posting, and scorecards — captured in the system of record, not lost in a chat.
Claude Code
You
Onboarding keeps coming up as our weak spot. Clone our best CSM, or hire for the gap?
Claude
Cloning compounds a strength you already have. Is onboarding load growing?
You
Two enterprise deals land in Q3.
Claude
Then I'd hire for the gap. I had Yardstick generate the outcomes for the role — any changes before I build the interview plan, scorecard, and job post around them?
• Cut new-account time-to-value from 6 weeks to 3
• Run technical setup calls without escalation
• Turn onboarding into a repeatable playbook
Before the job post
The most important hiring decision happens before the role exists.
What kind of person actually moves your numbers? That answer lives in your metrics, in your read on the team, and in where the strategy is headed — and it has never made it into the tools that run the hire. The thinking happens in your head or a scattered doc, then evaporates before a single requirement is written down.
Clone or complement
Replicate a strength, or cover a weakness.
Every open role is one of these two bets. Most teams never name which one they are making.
Cover a weakness
Hire the capability the team lacks today. Removes a bottleneck and makes you strong where you are thin.
Neither is universally right. The right call depends on context only you have — which is exactly the context your ATS should be working from.
Bring your context in
Your business context, in the loop.
Yardstick runs as a CLI inside your coding agent — Claude Code, Codex, whatever you use — so you can bring real business context into the conversation: team performance, unit metrics, and strategic priorities, reasoned about out loud before you commit to a single requirement.
Codex
You
Here is the CS unit this quarter: 4 CSMs, median NRR 108%, top performer at 131%. Onboarding CSAT is our lowest score, and the goal is +20% expansion revenue in H2.
Codex
So your strength is renewal and expansion — broad and consistent. The thin spot is hands-on technical onboarding, carried by one specialist. Want to work out which one your next hire should be?
From conversation to record
Context becomes the artifacts you hire with.
The conclusion does not stay in a chat window. It flows into the structured artifacts your team actually uses to run the hire.
Your business context
Metrics, performance, and strategy from your workspace.
The hiring decision
Clone a strength, or cover a gap — named and reasoned.
Interview plan
Competencies and questions aimed at the capability you decided to hire for.
Job posting
A description that reflects the real gap or strength, not a generic template.
Scorecard rubric
Criteria that let you evaluate candidates against the strategy you actually set.
Evaluate against your strategy
The thinking behind the hire becomes part of the hire.
When candidates arrive, you are not evaluating against a generic template — you are evaluating against the strategy you actually set, with the reasoning attached to the role and saved in the hiring system of record.
The assistant helps you think. You decide. The decision is saved.
Hire from your context, not a template.
Use Yardstick to decide what kind of hire you need, then run the whole process — interview plans, scorecards, and decisions — in one workspace with human approval at the center.
FAQ
Common questions.
What is context-aware hiring?
It is deciding what kind of hire you need from your real business context — team performance, unit metrics, and strategy — before you open a role. With Yardstick you reason about that in your AI assistant, and the conclusion flows into the interview plan, job posting, and scorecards.
Should I hire to copy my top performers or to cover a weakness?
Both are valid. Replicating a strength compounds what already works; covering a weakness removes a bottleneck. The right call depends on context only you have, which is exactly what an ATS should be working from. Yardstick helps you weigh the two against your own numbers.
Where does the context go after the conversation?
It does not stay in a chat window. The reasoning is captured alongside the role in the hiring system of record, attached to the interview plan, job posting, and scorecards your team actually hires with.
Does the AI make the hiring decision?
No. Yardstick is built around human control. The assistant helps you think and prepares the work; you decide, and sensitive changes require human approval before they are saved.