Hire as a team. Not as a Slack thread.
Stop losing hiring decisions in DMs.
Shared candidate scorecards, structured interview feedback, role-based permissions, and a single source of truth that survives your engineering manager going on leave.
Unlimited
Team seats — no per-user fee
100%
Interview history retained
4 days
Faster hire decisions on average
Used by hiring teams at
How great hiring teams stay aligned without a new ritual.
Shared candidate scorecards
Every interviewer fills the same structured rubric. Compare apples to apples, not vibes to vibes.
Role-based permissions
Recruiter sees pipeline, hiring manager sees their roles, finance sees spend, exec sees rollups. Nothing leaks.
@-mention threads
Feedback lives next to the candidate, not in Slack. Threads get archived when the candidate's hired or rejected.
Interview kits per stage
Each interviewer sees the questions they should ask + the rubric they should fill. No more 'wait, what was I supposed to ask?'
Activity log per candidate
Who screened, who interviewed, who voted, who scheduled. Survives PTO, attrition, and quarterly reorgs.
Decision audit trail
When someone got offered, who approved, when, why. Survives auditors, investors, and discrimination claims.
The problem
The candidate didn't lose. The process did.
4 days faster hire decisions
Teams using shared scorecards (8+ active interviewers) vs teams using ad-hoc DM/Slack feedback.
The industry today
Most hiring decisions die in the gap between the interview and the next step. The interviewer told the recruiter 'yes, I liked her' verbally on Slack. The recruiter forgot to write it down. The hiring manager asked 'what did Priya think?' three days later. Priya was on PTO. The candidate ghosted because the process took 11 days instead of 3.
Multiply that by 30 candidates a quarter and you've lost 6-8 great hires to coordination friction alone.
Why we built this
A candidate's profile should be the only place where their hiring story lives. Interviewer notes, scorecards, votes, scheduling, decisions — all on one card, all auditable, all visible to the right people.
We modeled it after how the best engineering managers we'd worked with kept hiring docs in a single Notion page; we just wired the rest of the workflow to flow into and out of that page automatically.
See it work
One candidate, three perspectives.
Same Priya. Same pipeline. What recruiter, hiring manager, and finance each see.
Stage tracker
Phone screen ✓ (Apr 28) · Tech round ✓ (May 2) · Final round pending — assigned to Karan, scheduled May 8 11:30 IST
Last activity
Tech round scorecard submitted by Anjali · 3 hours ago. Strong recommendation, flagged 1 system-design followup for Final.
Outstanding
Final-round interview kit attached · candidate confirmed via WhatsApp · panel calendar booked.
What collaboration-first hiring saves
| UnoJobs | Alternative | |
|---|---|---|
| Time-to-decision after final round | 1.2 days (median) | 5-7 days (DM/Slack feedback) |
| Candidate ghost rate after final | 8% | 22% (industry avg, source: Workable 2024) |
| Per-user cost | Unlimited team seats included | $50-150/user/mo (Greenhouse, Lever) |
Free for teams of any size on the trial; included in every paid plan.
Frequently asked questions
Hire as a team, not as a Slack thread.
Unlimited team seats on every plan. Add your hiring managers in 30 seconds.