You're hiring between everything else. Aster reads the CVs, ranks the fits and books the interviews, so a great first team doesn't cost you your week.
The problem
Hiring the way most teams still do it, before Aster does the first pass for you.
How Aster helps
No CV reading
Drop in applicants and get a ranked, summarised shortlist in seconds.
Interviews book themselves
Share a link; candidates pick a slot and the video invite is created for you.
Know who's actually a fit
A match score with reasons helps you make confident calls, fast.
One place, applied to hired
Post a role, screen, interview and offer, without stitching five tools together.
Aster does the heavy lifting so you spend minutes, not days, getting to the right people.
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 role
You didn't start a company so you could read resumes at midnight. But that's where founders end up: the product needs shipping, sales calls need taking, and somewhere in between, sixty applications are sitting in an inbox for a role you posted three weeks ago. There's no recruiter on the team, and hiring one isn't in the budget, or the timeline. So the resumes wait. And while they wait, the candidates you actually want, the ones with the right background for what you're building, are taking other offers.
How it works
Post the role
Publish your opening on your branded career page or push it out to boards like LinkedIn and JobStreet. Every application, wherever it arrives from, lands in one shared pipeline instead of scattered inboxes, so nothing gets lost between your product roadmap and your sales pipeline.
Aster reads and ranks
Every resume is parsed into structured data the moment it arrives: skills, experience, industry background. Aster scores each applicant against the role and explains why, then sorts your applicants into one ranked, summarised shortlist, so you open your pipeline to your best fits first, not a random stack.
Candidates book themselves
Move a promising candidate to interviewing and they get a scheduling link, not a chain of emails about availability. They pick a time that works, and Aster creates the Google Meet or Teams link automatically, so it's already sitting on both calendars. No calendar tag-team required from you.
Decide and send the offer
Score the interview on a shared scorecard, compare candidates side by side, and send an offer from an editable template when you're ready. Acceptance and status are tracked automatically, so your first hire closes without a single spreadsheet or a lost thread of email replies.
In depth
When you're hiring your first engineer, or your first salesperson, you're often guessing at what "good" looks like on paper. Aster scores every applicant against the specific role you posted, not a generic template, and shows you the reasons behind the number: which skills matched, where the experience lines up, where it doesn't. That means you're not squinting at a resume trying to remember what you actually asked for. You're looking at a ranked list with the reasoning attached, so you can defend your first hiring decision to a co-founder or an investor without pretending you had a system all along.
It also catches near misses a keyword search would throw out: a candidate whose title doesn't match but whose skills do, surfaced instead of buried. For a founder hiring without a recruiter's instinct for resumes, that reasoning is the closest thing to having one in the room.
When you're hiring your first engineer, or your first salesperson, you're often guessing at what "good" looks like on paper. Aster scores every applicant against the specific role you posted, not a generic template, and shows you the reasons behind the number: which skills matched, where the experience lines up, where it doesn't. That means you're not squinting at a resume trying to remember what you actually asked for. You're looking at a ranked list with the reasoning attached, so you can defend your first hiring decision to a co-founder or an investor without pretending you had a system all along.
It also catches near misses a keyword search would throw out: a candidate whose title doesn't match but whose skills do, surfaced instead of buried. For a founder hiring without a recruiter's instinct for resumes, that reasoning is the closest thing to having one in the room.
In practice
Hiring your first engineer after the seed round
You've raised a seed round, you need to ship faster than you can alone, and you've never screened an engineer in your life. Post the role on your career page and the boards you already use, and Aster parses every application, scores each one against the skills you listed and ranks them with the reasons attached. You review a shortlist of ten instead of reading sixty resumes, and the strongest three book their own interview slots by the end of the week, so the hire that was supposed to take a month happens in days.
FAQ
No, and it shouldn't. Aster reads every resume, scores each applicant against your role with the reasons behind the score, and hands you a ranked shortlist, but the decision is still yours. What it removes is the part that has nothing to do with judgment: reading sixty resumes, chasing scheduling emails, tracking who said what in an interview. You spend your limited time comparing your top few candidates instead of digging through a pile to find them. Think of it as clearing the path to the decision, not making the decision for you.
Aster parses each resume into structured data, skills, experience, industry background, and compares it against the role you posted, including skill and industry synonyms so a typo or a different job title doesn't hide a good fit. The score comes with reasons: what matched, what didn't, and where the experience lines up. You're not trusting a black box number. You can see exactly why someone ranked where they did, and use that reasoning alongside your own read of the resume.
It still helps, and arguably matters more at that size, because there's no room to get a small hire wrong. Even with ten applicants, Aster ranks them by fit and shows you the reasons behind each score, so you're not reading each one cold trying to remember exactly what the role needed. And as applicants come in from your career page and from boards like LinkedIn or JobStreet, they land in the same pipeline and get deduplicated automatically, so your shortlist stays accurate and unrepeated whether you're comparing five candidates or fifty.
No. When you move someone to interviewing, they get a scheduling link and pick a time that works for them, from the slots you've made available. Aster creates the Google Meet or Microsoft Teams link automatically and puts it straight on the calendar, so there's no app for the candidate to install and no chain of emails asking about availability back and forth. It's built to be as easy on the candidate's side as it is on yours, which matters when you're competing for someone's attention against faster-moving offers.
No. Each interview gets a collaborative 1 to 4 scorecard that rolls up into a team score if you've looped in a co-founder or early hire, attached to that candidate's shareable profile alongside their resume and match score. When you're ready, you send the offer from an editable template and track its status in the same place. Your whole hire lives in one pipeline, applied through hired, not split across a spreadsheet, an inbox and a notes doc.
Aster's Free plan is built for exactly this stage: your first hires, before you have a recruiter, a hiring budget, or even a second person to help you review resumes. Pro adds room as your hiring picks up and you're posting more than one role at a time, and neither plan asks you to commit to enterprise pricing before you're a big enough company to need things like SSO, audit logs or white labelling. You're not buying a hiring platform sized for a hundred person team just to make your first hire.
Hiring your first few people was never supposed to be a second job on top of building the company. Aster reads every resume the moment it arrives, ranks your applicants with the reasons behind each score, and lets candidates book their own interview time, so the only thing left for you to do is the part only you can do: deciding who joins. Post the role, review a shortlist instead of a stack, and take the interview when it's already on your calendar. No recruiter, no spreadsheet, no candidate going cold while you catch up. Just a shorter, clearer path from a posted role to a signed offer.
Create your workspace and let Aster read, score and schedule for you. Free to start, no card required.