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Run hiring from pipeline to decision
Yardstick runs your hiring in one place, from the talent pools you build before a role opens to the interview plan, the scorecards and the decision. Work in Yardstick yourself, or have your AI agent do the work through the yardstick CLI or MCP.
Our experience with Yardstick has been wonderful. Their help and support have given greater effectiveness in selecting only A-players for our organization.
Gene Shi, CEO at Learning Genie
Your last few hires did not work out, and nobody can say why.
- Relying on intuition or guesswork when selecting candidates
- Hiring expensive consultants to build your interviewing process.
- Building the whole process from scratch, on top of someone's real job.
Make decisions from structured evidence, not scattered opinions
Connected interview evidence
Consistent scorecards
Clearer candidate signal
Decisions teams can explain
STEP 1
Build and nurture a talent pipeline
Before a role is open, build a pipeline of talent prospects, organize them into talent pools, and structure outreach sequences your team approves — so hiring starts from warm relationships, not a cold job post.
- Add talent prospects and organize them into talent pools.
- Build multi-step outreach sequences; a human approves the sequence before anything sends.
- Inbound applicants from your hosted job site land in the same pipeline.
STEP 2
Open the role
Create the role, define what good looks like, and keep the hiring work tied to one Job record.
- Manage the role, candidates, interview plan, and decision evidence in one place.
- Invite hiring managers and interviewers without turning every collaborator into a paid seat.
- Your AI agent can draft the job description and set up the role, and Yardstick asks you to approve before the job is published.
STEP 3
Build the interview plan
Before anyone is scheduled, you design the interview guide for the role with AI, working out what this job demands and what evidence would show a candidate can deliver it. You can change any question or scorecard anchor before the first interview.
- Turn role requirements into interview stages, question guidance, and scorecard criteria.
- Keep follow-up prompts and evaluation rubrics connected to the same hiring standard.
- Make the plan clear enough for interviewers, hiring managers, and agents to inspect.
STEP 4
Manage candidates and scheduling
Move candidates through pipeline stages you configure per role, assign interviewers, and coordinate calendars as interviews are ready to book.
- Track candidate stages and see where work is waiting.
- Assign the right interviewer before generating scheduling links.
- Use calendar coordination where scheduling is part of the active hiring workflow.
STEP 5
Collect scorecards and evidence
Interviewers evaluate candidates against the same criteria so the team can compare evidence instead of relying on memory.
- Capture structured scorecards after each interview.
- Keep notes, ratings, and decision context tied to the candidate and the role.
- See missing evidence before the team makes the final call.
STEP 6
Decide from the evidence
Compare every candidate on the same scorecard, read the decision brief Yardstick prepares from your interviewers' scorecards, and record why you made the call.
- Compare candidates against the role criteria and scorecard evidence.
- Review prepared stage changes, interviewer assignments, and candidate actions before saving them.
Build a hiring process people can trust and agents can help operate.
Run every open role in one place, from the first prospect to the hiring decision.
