The repetitive parts of hiring, handled for you: parsing, scoring, confirmations, reminders and stage-based emails. You focus on the people, Aster handles the admin.
Auto-parse & score
Every resume is read, structured and scored against the role the moment it arrives, no clicks needed.
Templated emails
Application received, interview invite, offer and rejection emails send from editable templates with details filled in.
Scheduling flow
Booking, calendar invites and video links are created automatically once a candidate picks a slot.
Reminders that reduce no-shows
Interview confirmations and reminders go out over email and WhatsApp, where candidates actually reply.
Automations run the same way every time, so candidates get a fast, professional experience and your team gets its time back.
Every open role generates a pile of small, repetitive tasks: reading resumes, deciding who's a fit, sending the same confirmation email fifty times, chasing candidates for interview slots, nudging your team to submit scorecards on time. None of it requires judgment, but all of it eats the hours you actually need for judgment: talking to candidates, weighing tradeoffs, making a final call. Aster's automation and workflows layer takes over the repeatable parts of hiring the moment a resume lands, and keeps working quietly through every stage of the pipeline, so your team spends its time on decisions instead of on data entry and follow-up.
How it works
Resume arrives and gets parsed
Every resume that reaches Aster, from your career site, a job board, or a manual upload, is parsed into structured fields and scored against the role's requirements with the reasoning attached. Duplicate applications are merged into one record automatically. There is no queue of unread PDFs waiting for someone to open them; scoring happens the moment the resume lands.
Templates move candidates forward
As a candidate clears each stage, editable templates send the right message: an application confirmation, a shortlist notice, an interview invite, a decline. You write the templates once, adjust tone or wording for any role, and the right one fires automatically when a candidate moves in the pipeline, so no one is left wondering where they stand.
Interviews book and confirm
When it's time to talk, candidates pick a slot that works for them and Aster handles the rest: the calendar invite goes out, and a Google Meet or Microsoft Teams link is generated and attached automatically. No one is copy-pasting a link into an email or checking two calendars to find a time that works.
Reminders reach candidates and teams
Before an interview, reminders go out by email and WhatsApp so fewer candidates miss their slot. Internally, teammates get nudged when a scorecard is due or a stage has stalled. Everything runs on the schedule you set, quietly, in the background, so the pipeline keeps moving without anyone having to chase it by hand.
In depth
Resumes stop being a queue the moment Aster is turned on. Whatever the source, a candidate applying through your branded career site at jobs.hireaster.com/{slug}, a share from LinkedIn or JobStreet, or a file someone on your team uploads, Aster parses it into structured data: work history, skills, education, and the rest, laid out consistently no matter how the original document was formatted. In the same pass, it scores the candidate against the role, factoring in skill and industry matches with tolerance for synonyms and typos, so a candidate who lists 'React.
js' isn't missed because the job posting said 'React'. The score comes with reasons attached, not just a number, so you can see why someone ranked where they did. If the same person applies twice, through the career site and again via a job board, Aster recognizes the overlap and deduplicates them into one record instead of two competing entries. By the time you open your pipeline in the morning, every applicant from overnight is already read, scored, and sitting in the right place.
Resumes stop being a queue the moment Aster is turned on. Whatever the source, a candidate applying through your branded career site at jobs.hireaster.com/{slug}, a share from LinkedIn or JobStreet, or a file someone on your team uploads, Aster parses it into structured data: work history, skills, education, and the rest, laid out consistently no matter how the original document was formatted. In the same pass, it scores the candidate against the role, factoring in skill and industry matches with tolerance for synonyms and typos, so a candidate who lists 'React.
js' isn't missed because the job posting said 'React'. The score comes with reasons attached, not just a number, so you can see why someone ranked where they did. If the same person applies twice, through the career site and again via a job board, Aster recognizes the overlap and deduplicates them into one record instead of two competing entries. By the time you open your pipeline in the morning, every applicant from overnight is already read, scored, and sitting in the right place.
In practice
A 12-person team hiring for three roles at once
A small ops team posts three roles in the same week and applications pile up fast: forty resumes for the support role alone by day two. Instead of someone spending a morning opening each one, Aster has already parsed and scored every applicant by the time the hiring manager logs in, with duplicates already merged. Shortlist candidates get their notice within minutes, not the next day the recruiter finds time. With three roles running in parallel, that gap between application and first response is often what keeps strong candidates from taking another offer first.
FAQ
Every template Aster ships with is a starting point, not a final version. You can edit the wording, add your logo and company details, change the tone for a senior role versus an entry-level one, or write a completely different version for a specific job posting. Changes take effect the next time that stage triggers, there's no waiting on a support ticket or a release cycle. If your team runs different templates for different roles or regions, you can keep separate versions and assign them accordingly. The only thing Aster insists on is that a template exists for a stage before it can fire automatically, so nothing goes out blank.
No. Automation in Aster only ever follows rules you set: which stage triggers which template, when a reminder should fire, who gets notified about what. There's no hidden layer deciding on its own to email a candidate or make a judgment call about who advances. If a stage doesn't have a rule attached, nothing sends when a candidate reaches it, the process simply waits for a person to act. Everything Aster sends is logged against the candidate's record, so you can always trace a message back to the rule and the stage that triggered it. Automation here handles timing and delivery, the decisions about candidates stay with your team.
That's a setting, not a guess. You choose which channels are active for reminders, and for candidates where a WhatsApp number is on file, you can enable WhatsApp Business reminders alongside or instead of email, which tends to get noticed faster in markets where WhatsApp is the everyday messaging app. If there's no WhatsApp number, or the channel isn't turned on for a role, the reminder goes out by email only. You're not choosing per candidate every time, you set the rule once for the role or the workspace, and Aster applies it consistently as interviews get booked.
No, Aster catches this at the parsing stage. When a candidate applies again, through the career site a second time, via a different job board, or through a referral, Aster recognizes the overlap and merges the applications into a single record instead of creating a duplicate that runs through its own set of confirmation emails and reminders. That matters for automation specifically: without deduplication, the same person could get two shortlist notices or two interview invitations for the same role, which looks disorganized and confuses the candidate. With one merged record, the templates and reminders tied to that record fire once, in the right stage, no matter how many times the person technically applied.
No, the score is an input, not a decision. Aster scores every applicant against the role and shows the reasons behind the number, skills matched, gaps, relevant experience, so your team can sort a large pool quickly and see why one candidate ranked above another. It's there to save you from reading fifty resumes cold, not to make the shortlist call for you. Recruiters and hiring managers still review candidates, override a ranking, or shortlist someone the score ranked lower because of context the score can't see, like a career gap with a good explanation. The score narrows where you look first, it doesn't narrow who you're allowed to consider.
Yes. Automation is opt-in per stage, not a blanket switch. If you'd rather a person personally review a candidate before anything goes out, whether that's a final offer stage where the wording always needs a human touch, or a sensitive role where every message should be reviewed first, you can leave that stage without a template or reminder attached, and Aster won't send anything on its own. Candidates simply wait in that stage until someone on your team takes the next action. Most teams automate the predictable, high-volume stages, applied, shortlisted, interview reminders, and keep manual control over the moments that need a personal touch, like an offer conversation.
Hiring well takes time, and most of that time shouldn't go to opening resumes, sending the same email for the fifth time that day, or chasing someone for a calendar slot. Aster's automation handles the parts of the process that are the same every time: parsing and scoring on arrival, moving candidates forward with templates you wrote, booking interviews with a working video link attached, and reminding people, candidates and teammates alike, before something is due. None of it happens without your rules behind it, and all of it stays editable as your process changes. What's left for your team is the part that actually needs a person: reading a candidate's story, weighing a tradeoff, deciding who gets the offer. That's the job automation should protect, not replace.
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