Whatever your role, company stage or industry, Aster reads every CV, ranks for fit and books the interviews. Find the version of the story that fits your team.
Every hiring team says the same thing in different words. Recruiters want fewer resumes to read and more signal in the ones they open. Hiring managers want a shortlist they can trust without re-reading every application themselves. Heads of talent want one view across every open role instead of a folder of spreadsheets. People ops wants a process that holds up when someone asks who saw what and when. Founders want to hire well without hiring a recruiter to do it. Aster is built on the same core: parse every resume, score it against the role, dedupe the noise, run one pipeline. What changes is how each person meets that core, not what the core does.
How it works
Pick your starting view
Aster opens differently depending on who you are: a recruiter sees the pipeline and sourcing pool, a hiring manager sees their role's shortlist and scorecards, a head of talent sees every open requisition, and a founder sees one simple queue. Same data, different lens, so nobody wades through screens they do not need.
Every resume gets read
Applications from your career site, LinkedIn, JobStreet or a direct upload are parsed into structured data the moment they land, then scored against the role with the reasons behind the score. Skill and industry matching tolerates synonyms and typos, and duplicate applicants are merged into one record automatically, so nobody works the same candidate twice by accident.
Move candidates as a team
Recruiters, hiring managers and interviewers work the same kanban pipeline, applied through shortlisted, interviewing, offer and hired, with role-based access controlling who can see or edit what. Scorecards from every interviewer roll up into one team score, and an audit trail keeps a permanent record of who moved whom, and when, and why.
Schedule, offer, report
Candidates self-schedule interviews straight into a Google Meet or Microsoft Teams link, with no email back-and-forth over availability. Once a hire is close, offers go out from editable templates with acceptance and status tracked automatically. Funnel analytics show where candidates drop off, how long each stage takes, and which sources actually produce hires.
In depth
A recruiter's day is sourcing, screening and moving candidates through stages across several roles at once, so their view of Aster centers on the shared pipeline and the talent CRM they can search by skill. A hiring manager cares about one role and a handful of candidates, so their view is the shortlist, the match score and reasons behind it, and the scorecard they need to fill in before the debrief. A head of talent needs the roll-up: every open requisition, where each one is stuck, and which source is actually converting.
People ops needs the audit trail and the access controls that make a process defensible when someone asks why a candidate was rejected. A founder without a dedicated recruiter needs the shortest path from "post the role" to "book the interview," with the platform doing the ranking work a recruiter normally would. None of these are separate products. They are role-based access and views layered over one shared pipeline, one candidate database and one set of scores, so a candidate's record and history look the same no matter who is looking at it.
A recruiter's day is sourcing, screening and moving candidates through stages across several roles at once, so their view of Aster centers on the shared pipeline and the talent CRM they can search by skill. A hiring manager cares about one role and a handful of candidates, so their view is the shortlist, the match score and reasons behind it, and the scorecard they need to fill in before the debrief. A head of talent needs the roll-up: every open requisition, where each one is stuck, and which source is actually converting.
People ops needs the audit trail and the access controls that make a process defensible when someone asks why a candidate was rejected. A founder without a dedicated recruiter needs the shortest path from "post the role" to "book the interview," with the platform doing the ranking work a recruiter normally would. None of these are separate products. They are role-based access and views layered over one shared pipeline, one candidate database and one set of scores, so a candidate's record and history look the same no matter who is looking at it.
In practice
A scaleup recruiter running six roles at once
A recruiter at a 150-person scaleup has six open roles across engineering and sales, each with a different hiring manager. Instead of six separate inboxes, every application lands in one pipeline with a match score and reasons attached, so the recruiter can triage fast and hand each hiring manager a shortlist instead of a raw resume pile. Role-based access means each manager only sees their own role's candidates, and the audit trail means the recruiter can answer, months later, exactly who reviewed a candidate and when.
FAQ
Everyone works from the same candidate records and the same pipeline, but what they see depends on their role-based access. A hiring manager typically sees their own open roles and the candidates in them, a recruiter sees across the roles they're working, and a head of talent or people ops admin can see everything along with the audit trail of who did what and when. You set these permissions per person, so a contractor, an interviewer sitting in from another department, or a client-side hiring manager at an agency's account only sees what you specifically grant them, nothing more and nothing by default.
No. The Free and Pro plans are built for exactly that: a branded job board, resume parsing and scoring that does the first-pass filtering for you, and a simple pipeline you can run without hiring experience. You don't need to configure role-based access or dig into the audit trail if it's just the two of you making every decision together. Those features are there for when you grow into needing them, not requirements from day one, so the platform doesn't feel heavier than the hiring you're actually doing right now.
The skill and industry matching is built with synonym and typo tolerance specifically because titles and certifications vary so much between companies and fields, from nursing license abbreviations to manufacturing certifications to the dozen different titles that all mean "account manager" in professional services. Every match comes with the reasons behind the score, listing what lined up and what didn't, so you can see why a candidate ranked where they did and adjust your own read on them if the phrasing doesn't quite fit your specific context or company's internal vocabulary.
Yes. Your talent CRM and sourcing pool are searchable by skill within your own workspace, and role-based access lets you control who on your team sees which client's requisitions and candidates, so a recruiter working one account is not wading through another account's pipeline by accident. Source-tracked apply links also mean you can show each client exactly where their hires came from, channel by channel, which matters when you're proving the value of a search or justifying a placement fee with real numbers instead of a summary from memory. It also means candidates you sourced for one client stay searchable for the next brief instead of disappearing once that requisition closes.
No, it connects to what you already use rather than asking you to switch. Interview self-scheduling generates a Google Meet or Microsoft Teams link directly and syncs with Google or Microsoft calendars, so candidates book into real availability without a new tool for interviewers to learn or another login to manage. Job board integrations work the same way, pulling applications in from LinkedIn or JobStreet automatically rather than asking you to abandon channels your team already relies on for sourcing. Automation like templated emails and WhatsApp Business reminders sits on top of that same calendar and inbox activity, it does not ask you to run a second system alongside it.
Candidate data is encrypted in transit and at rest and scoped to your workspace, meaning it isn't pooled with other tenants or used to train shared models. You can export or delete candidate records at any time, which matters for retention rules that vary by industry, and you retain control over that data throughout a candidate's time in your pipeline. Enterprise plans add SSO and audit logs on top of that for teams that need a formal compliance or security review, which tends to matter most in healthcare, professional services and other regulated or client-sensitive work where that documentation gets asked for.
Aster is one platform underneath everything on this page: one way of parsing resumes, one way of scoring fit, one shared pipeline, one candidate record. What changes is the view. A recruiter, a hiring manager, a head of talent, a people ops lead and a founder each meet that same core through the lens their job actually needs, with role-based access making sure nobody sees more or less than they should. A ten-person startup and an enterprise team run the same pipeline logic at different scale, and a technology candidate and a healthcare candidate get matched by the same engine speaking each field's own language. You don't adopt a different tool as you grow, add a client, or move into a new industry. You just see more of the same platform, framed differently for whoever is looking.
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