Your product is speed and fit. Aster screens inbound at volume, keeps a searchable talent pool, and re-engages the right people the moment a role opens.
The problem
Hiring the way most teams still do it, before Aster does the first pass for you.
How Aster helps
A searchable talent pool
Find people by skill, role or industry across everyone you've ever collected.
Bulk intake
Drop in stacks of CVs or a whole ZIP; every one is parsed and scored.
Match candidates to roles
AI ranks your pool against each new brief, typos and synonyms included.
Track every source
Source-tagged links show which channels place your best candidates.
Aster turns past applicants into an active pipeline, so you fill briefs from people you already know.
3×
faster shortlists
46 → 3
applicants to a shortlist
~2 weeks
sooner to a hire
Typical results teams see after switching to Aster.
More by company stage
Every open brief brings a wave of resumes, and every wave has to be screened against a different set of requirements. For a staffing desk juggling a dozen live roles, that means reading through hundreds of resumes a week just to find the handful worth a call. Manual screening does not scale with volume, and volume is the business you are in. The candidates who deserve a second look get buried under the ones who do not, and the recruiters who could be running interviews are stuck triaging inboxes instead of placing people.
How it works
Bulk intake, any format
Drop in a folder of PDFs, Word documents, or a single ZIP exported from a job board. Aster parses every resume into structured data on the way in, so a hundred applications land as a hundred organized, scored, searchable profiles instead of a hundred files to open one by one.
Automatic scoring per brief
Each candidate is scored against the role's requirements with the reasons behind the score, using skill and industry matching that tolerates synonyms and typos. Your desk opens a ranked shortlist instead of a raw stack of resumes to work through top to bottom.
Dedup into one record
Apply again next year, through a different job board, or via a referral, and Aster merges it into the same candidate record instead of creating a duplicate. Source is tracked at every touchpoint, so you always know how someone first came in.
Search the pool for new briefs
When a new brief lands, search the whole talent pool by skill before you spend a cent sourcing externally. Past applicants, past shortlist candidates and past hires are all in one place, ready to be matched against today's requirements.
In depth
Most desks have a talent history, they just cannot use it. It is scattered across inboxes, spreadsheets, and whichever recruiter's memory happens to be sharpest that week. Aster keeps every candidate who has ever applied, been sourced, or been shortlisted in one talent CRM, searchable by skill rather than by which folder they landed in. A candidate who interviewed well for a role that fell through six months ago shows up again the moment a matching brief opens, with their full history attached: what they applied for, how they scored, what stage they reached, and who on the team already spoke with them.
That turns a dead pipeline into a live sourcing pool. Instead of treating every brief as a cold start, your desk starts with the people you have already vetted, and only sources externally for the gap that is left. Over time, the pool becomes the fastest sourcing channel your agency has, because it is built from candidates you already know are real and already scored against real work.
Most desks have a talent history, they just cannot use it. It is scattered across inboxes, spreadsheets, and whichever recruiter's memory happens to be sharpest that week. Aster keeps every candidate who has ever applied, been sourced, or been shortlisted in one talent CRM, searchable by skill rather than by which folder they landed in. A candidate who interviewed well for a role that fell through six months ago shows up again the moment a matching brief opens, with their full history attached: what they applied for, how they scored, what stage they reached, and who on the team already spoke with them.
That turns a dead pipeline into a live sourcing pool. Instead of treating every brief as a cold start, your desk starts with the people you have already vetted, and only sources externally for the gap that is left. Over time, the pool becomes the fastest sourcing channel your agency has, because it is built from candidates you already know are real and already scored against real work.
In practice
Running eight live briefs at once
A mid-size agency has eight roles open across four clients, each pulling in resumes daily from its own job board and career site posting. Instead of a recruiter opening each file by hand, the team uploads incoming batches as they arrive, and Aster parses and scores every resume against its specific brief automatically. Recruiters open ranked shortlists per role each morning instead of a shared inbox of unsorted applications to sort through by hand.
FAQ
PDFs and Word documents individually, or a ZIP file containing a whole batch, including exports pulled straight from a job board. Aster parses every resume inside into structured data on the way in, so you are not left manually opening files or reformatting a spreadsheet before the candidates are usable. This is built for the case where a brief generates a large batch of applications at once, not just for one resume at a time.
The score comes with the reasons behind it, so a recruiter can see which requirements a candidate met and which they did not, rather than taking a number on faith. Matching accounts for skill and industry alignment with tolerance for synonyms and typos, so close matches are not missed on wording alone. Most desks use the score to prioritize who to read closely first, not to skip reading altogether, especially for candidates near the top of a shortlist.
Aster deduplicates automatically, so they stay as one candidate record no matter how many briefs, job boards, or months apart their applications span. Their full history stays attached: every role they applied for, every score, every stage reached, and any notes a recruiter left. Nobody on your desk ends up contacting the same person twice as if they were meeting for the first time.
Every apply link is source-tracked, so each candidate's record shows where they first came from, whether that is a specific job board, your branded career site, a referral, or a direct application. That data feeds into analytics alongside funnel drop-off and time-in-stage, so you can see which channels are actually producing candidates who get shortlisted and placed, not just candidates who click apply.
Yes. The pool is shared with role-based access, so recruiters see the candidates and briefs relevant to their permissions, and every candidate has a rich profile that can be shared across the team. An audit trail records who viewed or updated what, which matters when multiple recruiters are working different client accounts against the same underlying pool of people.
Your talent pool is scoped to your workspace only. It is encrypted in transit and at rest, is never used to train shared models, and you can export or delete it whenever you choose. The pool is yours to build over time, and it stays yours, it is not pooled with or visible to any other company using Aster.
Placements come from speed, and speed comes from not starting over every time a brief lands. Aster turns every resume your desk has ever touched, however it arrived, into one deduplicated, searchable talent pool, so a new brief is matched against people you already know before you spend a day sourcing strangers. Bulk intake keeps volume from becoming a bottleneck, matching surfaces the right candidates with the reasons behind each score, and source tracking shows you which channels are actually earning their keep. The result is a desk that gets faster with every brief it runs, not one that resets to zero each time. See what is already sitting in your pool.
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