Every candidate on one board, every stage clear, every teammate on the same page. No spreadsheets, no lost threads, no 'who's got this one?'
Stages that match your process
Applied, shortlisted, interviewing, offer, hired. Move candidates as they progress and everyone sees it instantly.
Rich candidate profiles
Parsed resume, AI insights, scorecards, notes and history, all on one unique, shareable profile URL.
Ranked shortlists
Each applicant is scored against the role, so the strongest fits sit at the top the moment they apply.
Nothing slips
See what came in, who's at which stage, and where things are stalling from a single dashboard.
The pipeline is the single source of truth. Interviewers, recruiters and hiring managers all work from the same board.
Most hiring teams do not lose candidates because they lack talent in the pipeline. They lose them because nobody can agree on what stage a candidate is actually in. One recruiter keeps a spreadsheet, a hiring manager has a forwarded email thread, and an interviewer has notes in a notebook that never make it back to either. By the time someone asks "where are we with this person," the honest answer is often "let me check three places and get back to you." That delay is exactly the moment strong candidates quietly accept another offer, one your team never saw coming.
How it works
Candidates land on the board
Every applicant, whether they came through your career site, a job board like LinkedIn or JobStreet, or the sourcing pool, is added to the pipeline automatically with their parsed resume and match score already attached. Nobody has to manually enter a candidate or copy details out of an inbox before the rest of the team can even see they exist.
The team reviews and ranks
Candidates sit in applied sorted by match score, so reviewers start with the strongest fits instead of scanning in application order from top to bottom. Recruiters and hiring managers open a profile, check the reasons behind the score, and move promising candidates into shortlisted with a single action, all logged automatically along the way.
Stages move as work happens
As interviews get scheduled, scorecards get filled in, and decisions get made, candidates move across the board from shortlisted to interviewing to offer to hired. Each move is visible immediately to every teammate with access, so no status meeting, email thread, or Slack ping is required just to know where things currently stand.
Everyone sees where things stand
A dashboard rolls the board up across every open role, showing who is sitting at which stage and for how long they have been there. Recruiters spot stalled candidates fast, hiring managers see real progress without having to ask for it, and leadership gets a straight, current answer on hiring health across the whole team.
In depth
The kanban board runs on five stages: applied, shortlisted, interviewing, offer, and hired. That is deliberately not a generic project board with columns anyone can rename into confusion. It maps to how hiring decisions actually get made, so a recruiter, a hiring manager, and an interviewer all read the same card the same way without a legend or a training session. Applied is every parsed resume the moment it arrives. Shortlisted is the set the team has actively chosen to pursue. Interviewing covers everyone in the scheduling and interview process.
Offer means a decision has been made and is now being formalized. Hired closes the loop. Because every candidate for every role sits on this same structure, a recruiter running five open roles at once does not have to remember five different systems. They open the board and immediately know what "shortlisted" means for a sales role or an engineering role, because it means the same thing everywhere. That consistency is what makes a shared pipeline actually shared, not just five people looking at the same screen and interpreting it differently.
The kanban board runs on five stages: applied, shortlisted, interviewing, offer, and hired. That is deliberately not a generic project board with columns anyone can rename into confusion. It maps to how hiring decisions actually get made, so a recruiter, a hiring manager, and an interviewer all read the same card the same way without a legend or a training session. Applied is every parsed resume the moment it arrives. Shortlisted is the set the team has actively chosen to pursue. Interviewing covers everyone in the scheduling and interview process.
Offer means a decision has been made and is now being formalized. Hired closes the loop. Because every candidate for every role sits on this same structure, a recruiter running five open roles at once does not have to remember five different systems. They open the board and immediately know what "shortlisted" means for a sales role or an engineering role, because it means the same thing everywhere. That consistency is what makes a shared pipeline actually shared, not just five people looking at the same screen and interpreting it differently.
In practice
A recruiter juggling six open roles
A solo recruiter at a fifty-person company has six roles open at once, from a sales rep to a senior engineer, and no time to babysit six spreadsheets. Every applicant lands on one pipeline, ranked by match score per role, so she never has to guess who to look at first. She opens the dashboard each morning, sees which roles have candidates stalled in interviewing, and works those first. When a hiring manager asks for a status update, she sends the profile link instead of writing a recap, and gets straight back to sourcing.
FAQ
A spreadsheet holds whatever someone typed into it, whenever they remembered to. Aster's pipeline updates itself as work happens: a candidate's profile, match score, and stage all reflect the live state of the process, not a manual entry someone has to keep current. It also gives every teammate the same view at once instead of a file that gets emailed around and forked into different versions. And because access is role-based and every action is logged, you get permissions and an audit trail that a shared spreadsheet simply cannot provide, no matter how well organized it is.
Yes. The simplest way in is the candidate profile link. A hiring manager does not need to browse the whole board or learn the pipeline structure to be useful, they can open a single shared profile URL and see everything relevant to that candidate: resume, match score and the reasons behind it, past scorecards, and stage history. If they do need broader access, role-based permissions can open up just the roles that matter to them specifically, without exposing every other requisition in the workspace, so their view stays as simple or as full as the job actually requires.
Every meaningful action on a candidate's record: when they were added, every move between stages, edits to their profile, scorecards submitted and by whom, offers extended and their status, and rejections. Each entry is tied to the person who made it and a timestamp. It is not a summary written after the fact, it is a running record built from actions as they happen on the board, so if a question comes up later about what happened to a candidate, the answer is in the trail rather than in someone's memory.
The score does not move candidates automatically, your team still makes every decision about who advances. What it does is sort the applied column so the strongest matches for the role are visible first, with the reasons behind each score attached right on the profile. That means reviewing two hundred applicants does not mean reading two hundred resumes in whatever order they happened to arrive. It means starting with the candidates most likely to be worth the recruiter's time, then working down the list, while still being able to open any candidate at any point regardless of where they rank.
Because everyone works from the same board rather than personal copies, there is no version to reconcile after the fact. If a recruiter moves a candidate to interviewing while a hiring manager is looking at that same profile, the hiring manager sees the current stage, not a stale one from a spreadsheet last saved an hour ago. The activity trail also records both actions in order, with a timestamp on each, so if there is ever a question about who did what and when, the sequence is right there rather than two conflicting spreadsheet versions floating around.
The profile lives at a unique URL and can be shared with anyone you choose, inside or outside your recruiting team, such as a hiring manager or an interview panelist who needs it for one specific conversation. Within your workspace, what a teammate can see and edit is controlled by their role-based access, so someone without permission on a given role does not get pipeline-wide visibility just because they hold an Aster login. Candidate data stays scoped to your workspace throughout, is encrypted in transit and at rest, and is never used to train shared models across other tenants.
A hiring process only works as well as the team's shared picture of it, and most teams do not have one. They have a recruiter's notes, a manager's inbox, and an interviewer's memory, all slightly out of sync with each other by the time it matters. Aster's applicant tracking gives every hire one pipeline, one profile per candidate, and one dashboard that shows exactly where things stand, from the first applied to the final hired. Shortlists arrive ranked instead of raw. Access matches who actually needs to see what, nothing more. Every move is logged, so nothing depends on someone remembering correctly weeks later. The result is not a flashier board, it is a hiring process where the team spends its time deciding on candidates instead of tracking them down.
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