Recruiters, hiring managers and interviewers, all working from the same pipeline with the right level of access. Feedback in one place, not scattered across DMs.
Everyone on one board
The whole team sees the same pipeline in real time, so there's no 'which spreadsheet is current?'
Roles & permissions
Interviewers see only the candidates they're assessing. Sensitive data stays on a need-to-know basis.
Feedback in one place
Scorecards and notes live on the candidate, so decisions are made from evidence, not gut-feel in a chat.
Interview panels
Add teammates to any interview and everyone gets the invite and video link, automatically.
Aster keeps every stakeholder aligned on the same candidates, criteria and decisions, without another meeting.
A hiring decision touches more people than almost any other call a growing company makes, but most teams still run it through the slowest tools they own: a shared inbox, a Slack thread that scrolls past the one comment that mattered, a spreadsheet somebody forgot to update after Tuesday's interviews. The recruiter chases the hiring manager for a yes or no. The hiring manager is waiting on two interviewers who never submitted their notes. By the time everyone has weighed in, the strongest candidate on the shortlist has already accepted an offer somewhere else.
How it works
Invite the panel
As soon as a candidate moves to interviewing, Aster invites the panel automatically, no manual forwarding required. Interviewers get the candidate, the role and the AI-drafted questions in one notification, so the panel is set before the recruiter has to think about it.
Set the right access
The recruiter runs the pipeline end to end. Hiring managers see the full shortlist take shape. Interviewers only see the candidates assigned to them, so nobody scrolls through other roles or other people's applicants just to find their own interview.
Score on the candidate
Interviewers leave their scorecard directly on the candidate record, not in a private message or a separate document. The question they covered and their 1-4 rating sit right next to every other interviewer's notes, in full view of the recruiter.
See one team score
Individual scorecards roll up into a single team score the moment they're submitted. The hiring manager sees where the panel agrees, where it splits, and can move the candidate forward without chasing down one more opinion by hand.
In depth
Most tools give everyone the same view and hope people behave. Aster gives every role the access that actually fits the job. A recruiter sees the full pipeline and every applicant in it, because running the process is their job. A hiring manager sees the shortlist and the team score for their own open roles, so they can make the call without needing a spreadsheet exported to them. An interviewer sees only the candidates they were assigned, for the interview they were asked to run, and nothing about other roles or other people's shortlists.
This isn't a lockdown, it's a courtesy: fewer things to sort through means people actually show up and use it, instead of ignoring another tool that shows them everything except what they need. It also means a hiring manager can bring in a department head for one interview loop without handing them the keys to every req the company has open.
Most tools give everyone the same view and hope people behave. Aster gives every role the access that actually fits the job. A recruiter sees the full pipeline and every applicant in it, because running the process is their job. A hiring manager sees the shortlist and the team score for their own open roles, so they can make the call without needing a spreadsheet exported to them. An interviewer sees only the candidates they were assigned, for the interview they were asked to run, and nothing about other roles or other people's shortlists.
This isn't a lockdown, it's a courtesy: fewer things to sort through means people actually show up and use it, instead of ignoring another tool that shows them everything except what they need. It also means a hiring manager can bring in a department head for one interview loop without handing them the keys to every req the company has open.
In practice
A hiring manager backfilling a role fast
A hiring manager needs a support engineer hired before their busiest quarter starts. Instead of asking the recruiter for a status update every morning, they open Aster and see the shortlist, the team score and every scorecard as it comes in from each interviewer. They can move a strong candidate to offer the same afternoon the last interview wraps, without a single forwarded email or a meeting just to compare notes.
FAQ
Yes. Interviewers are assigned to specific candidates for specific roles, and that's what they see when they log in, nothing from other pipelines, other departments or other people's shortlists. This isn't about restricting anyone, it means the tool stays useful instead of turning into another dashboard people avoid opening because it shows them a hundred things that aren't theirs. If someone's role changes, for example they take on a second interview loop for a different team, their access updates with it automatically.
Hiring managers see the full shortlist, every scorecard, the team score and the candidate's profile for their own open roles. What they don't get by default is the recruiter's view across every role in the company, sourcing pool searches, or admin settings. A recruiter or admin can adjust access for a specific person if a hiring manager needs a broader view for a particular hire.
It goes straight onto the candidate's profile as a scorecard, rated 1-4 against the questions the interviewer was asked to cover. It's visible to everyone else with access to that candidate, immediately, not summarized secondhand in a meeting later or paraphrased by whoever remembers it best. There's no separate document to track down and no DM to search through when someone asks what a specific interviewer actually thought of the candidate.
When a candidate moves to the interviewing stage, Aster invites the assigned panel automatically, along with AI-drafted questions built for that specific role and candidate. Interviewers then self-schedule into a slot that works for them, and a Google Meet or Microsoft Teams link is generated and attached without anyone manually sending a calendar invite or checking four people's availability by hand.
It's the roll-up of every interviewer's individual 1-4 scorecard for that candidate, visible on their profile as one number the hiring manager can act on. It updates as each interviewer submits their scorecard, so a hiring manager can see a partial score forming before the whole panel is done, rather than waiting for a final tally to be compiled by hand.
Yes. Every stage change, scorecard submission and access change is captured in Aster's audit trail, tied to the person who made it and the time it happened. That history stays on the candidate's record for as long as you need it, which matters when a hiring manager asks why a decision was made weeks after the fact, or a new team member joins a hire midway and needs the context without a recap meeting. It matters even more for Enterprise teams handling formal compliance or governance reviews, where a clear history isn't optional.
A good hire is a team decision, and a team decision only works when everyone can see the same board, hear the same feedback and trust the same score. Aster gives recruiters, hiring managers and interviewers exactly the access their part of the job requires, keeps every scorecard where the candidate actually lives, and turns four opinions into one number the whole panel can stand behind. No more chasing a Slack thread for the one comment that mattered, no more asking who talked to this candidate already, no more finding out an interview never got booked until it's too late. Just one pipeline, one record per candidate, and a panel that's finally working from the same page, at the same time, from the first interview to the signed offer.
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