Sourcing, tracking, AI screening, interviews, offers and analytics. Aster covers the whole hiring workflow so your team works from one place, not ten tabs.
Most hiring teams do not lack tools. They have a job board, a shared inbox for resumes, a spreadsheet to track candidates, a calendar for interviews, a doc for scorecards, and a chat thread for offers. None of it talks to the next thing. A strong candidate slips through because two people booked the same interview slot, or an offer goes out with last quarter's salary because someone copied the wrong template. The real cost is not the wasted hours. It is slower decisions, an inconsistent candidate experience, and hiring managers who stop trusting the process because nobody can say, with confidence, where any candidate actually stands right now.
How it works
Post once, source everywhere
Publish the role to your branded career site at jobs.hireaster.com/{slug}, then push the same posting out to LinkedIn, JobStreet, and other job boards without rewriting anything. Every apply link is source-tracked from the start, so later on you know exactly which channel actually sent you candidates worth interviewing, and which one just sent clicks.
Screen every applicant automatically
Aster parses each resume into structured data the moment it lands and scores it against the role, with the plain-language reasons behind that score attached. Skill and industry matching tolerates synonyms and typos, and duplicate applications from the same person merge into one record automatically, so nobody reviews the same candidate twice under two profiles.
Move candidates through one pipeline
Everyone works the same shared kanban board, from applied to shortlisted, interviewing, offer, and hired, with role-based access controlling who sees what. Interview self-scheduling books the Google Meet or Microsoft Teams link, AI drafts interview questions per candidate, and collaborative 1-4 scorecards roll up into one team score for each person.
Offer, hire, and learn from data
Send offers straight from editable templates and track accept, decline, and status without switching tools or chasing signatures by email. Analytics lay out your hiring funnel, drop-off by stage, and source performance side by side, so the next role you open starts smarter than the last one did, instead of from scratch.
In depth
Every resume that comes in, whether from your career site, LinkedIn, or JobStreet, gets parsed into structured data automatically: work history, skills, industry, education, all pulled out and organized the same way regardless of how the original resume was formatted. Then Aster scores that candidate against the specific role, and shows the reasons behind the score, not just a number you have to take on faith. That matters because a bare percentage tells you nothing when you are deciding who to call first. Seeing that a candidate scored well because their industry experience and three of five required skills match, but their seniority is a step below what the role asks for, lets you make a judgment call instead of guessing.
Skill and industry matching tolerates synonyms and typos too, so "JS" and "Javascript," or a misspelled tool name, do not cost a qualified candidate their place in line. Duplicate applications, the same person applying twice or reappearing months later for a different role, merge into a single record automatically, so your team is always looking at one true history per candidate, not a scattered mess of near-duplicates.
Every resume that comes in, whether from your career site, LinkedIn, or JobStreet, gets parsed into structured data automatically: work history, skills, industry, education, all pulled out and organized the same way regardless of how the original resume was formatted. Then Aster scores that candidate against the specific role, and shows the reasons behind the score, not just a number you have to take on faith. That matters because a bare percentage tells you nothing when you are deciding who to call first. Seeing that a candidate scored well because their industry experience and three of five required skills match, but their seniority is a step below what the role asks for, lets you make a judgment call instead of guessing.
Skill and industry matching tolerates synonyms and typos too, so "JS" and "Javascript," or a misspelled tool name, do not cost a qualified candidate their place in line. Duplicate applications, the same person applying twice or reappearing months later for a different role, merge into a single record automatically, so your team is always looking at one true history per candidate, not a scattered mess of near-duplicates.
In practice
A seed-stage startup hiring five engineers at once
Your founding engineer is also doing half the interviewing, and every week without a hire is a week the roadmap slips. Post once on your career site and push it to LinkedIn at the same time. As resumes arrive, Aster parses and scores each one against the role, so your engineer opens a ranked shortlist instead of ninety unread resumes. Candidates self-schedule interviews directly into open slots, Meet links generate automatically, and AI-drafted questions mean a founder who has never formally interviewed anyone still walks in with a solid technical conversation ready to go.
FAQ
Not drastically. Aster is built around the stages most hiring teams already use, applied, shortlisted, interviewing, offer, hired, so you are not learning a new mental model, just a shared place to see it. What changes is that everyone looks at the same pipeline instead of five private versions of it. Hiring managers get role-based access to their own candidates without you forwarding anything by email. Interviewers get scorecards and AI-drafted questions instead of a blank notebook. The biggest adjustment is usually letting go of the spreadsheet, since once resumes are parsed and scored automatically, keeping a parallel manual tracker just creates two sources of truth instead of one.
The match score compares a candidate's parsed resume, skills, industry, and experience, against what the role asks for, and it shows the reasons behind the number so you can judge it yourself instead of trusting it blindly. Skill and industry matching tolerates synonyms and typos, so close variants of a skill or a misspelled tool name do not unfairly cost a candidate their score. It is designed as a strong starting filter and a way to justify why someone made your shortlist, not a replacement for reading the resume or talking to the person. Every score is explained, so if it looks off for a specific candidate, you can see exactly why and make the call yourself.
They stay in your talent CRM, searchable by skill or industry, instead of disappearing into a closed folder or a deleted email thread. When a new role opens that fits someone from a past search, you can find them without starting sourcing over from nothing. This is one of the more underused parts of a hiring process: most applicants for any given role are not hired for that specific role, but plenty of them are still good fits for something else down the line. Aster treats that pool as an asset that builds over time, tied to source-tracked apply links, so you also know where those candidates originally came from if you want to go back to that channel.
Yes. Interview self-scheduling connects to Google and Microsoft calendars and creates the Google Meet or Microsoft Teams link automatically when a candidate books a slot, so you are not manually generating a link for every interview. On sourcing, you can post to your branded career site and to job boards like LinkedIn and JobStreet, with every apply link source-tracked back to the channel it came from. Reminders can go out by email or WhatsApp Business, whichever reaches a candidate faster. The idea is that Aster sits alongside the tools your team and your candidates already use day to day, rather than asking anyone to adopt a new calendar or messaging habit on top of everything else.
Candidate data is encrypted in transit and at rest, and it stays scoped to your workspace, it is never used to train shared models across other companies using Aster. Inside your workspace, role-based access controls who can see which candidates, so a hiring manager sees their own req and not the entire company's pipeline, while an audit trail records who viewed or moved a candidate and when. You can export or delete candidate data at any time, which matters both for your own recordkeeping and for honoring a candidate's request to be removed. Enterprise plans add SSO and more detailed audit logging for teams with stricter compliance requirements, but the core encryption and workspace scoping apply to every plan.
It depends on team size and how much control you need over access and compliance. Free and Pro cover the core workflow, resume parsing and scoring, the shared pipeline, interview scheduling and scorecards, offers, and analytics, which is enough for most small teams running a handful of open roles. Premium adds more room to grow into as your hiring volume and team size increase. Enterprise is built for organizations that need SSO, detailed audit logs, white label branding on the career site, and dedicated support, typically larger companies with formal compliance requirements or multiple business units hiring at once. Start with the plan that matches your current team size, since moving up as you grow does not mean migrating your candidate data anywhere new.
The point of putting sourcing, screening, interviews, offers, and analytics in one platform is not to add another tool to your stack. It is to remove the four or five you are currently stitching together by hand, and the hours you spend making sure they agree with each other. When a resume gets parsed and scored the moment it arrives, when the whole team works one pipeline instead of private copies of it, when interviews book themselves and scorecards roll up automatically, and when your funnel shows you exactly where candidates drop off, hiring stops being a coordination job on top of the actual work of evaluating people. It becomes what it should have been from the start: reading resumes, running good interviews, and making a confident call, with the platform quietly handling everything in between.
Create your workspace and let Aster read, score and schedule for you. Free to start, no card required.