Give every hiring manager the same structured, on-brand workflow: parsing, scoring, scheduling and templated comms, without policing it by hand.
The problem
Hiring the way most teams still do it, before Aster does the first pass for you.
How Aster helps
A process that runs itself
Parsing, scoring, confirmations and reminders happen automatically, the same way every time.
Every message on-brand
Editable email templates with placeholders for name, role, company and more.
Access on a need-to-know basis
Interviewers see only their candidates; sensitive data stays controlled.
Privacy by default
Candidate data is encrypted, exportable and deletable. Yours to govern.
Aster gives every team the same rails, so candidates get a professional experience and you get your time back.
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
Every hiring manager has their own way of doing things. One screens candidates over email, another keeps a personal spreadsheet, a third just remembers who they liked from the call. Multiply that by every open role across engineering, sales and operations, and HR ops ends up holding together a process that doesn't actually exist as one thing. You're not running one hiring process, you're running as many as you have managers, and you're the one who has to explain to candidates, auditors and your own leadership why the experience looks different every time someone applies.
How it works
Set the workflow once
Define your pipeline stages, applied through hired, and the access rules for each role, once, at the workspace level. Every new req inherits the same structure automatically, so no manager starts from a blank spreadsheet or quietly invents their own process for a role you're accountable for.
Managers work inside it
Hiring managers see one shared kanban board per role: applied, shortlisted, interviewing, offer, hired. Moving a candidate updates the record everyone sees, with a rich shareable profile and an audit trail behind it, so there's no separate email thread or spreadsheet left to keep in sync by hand.
Automation keeps candidates moving
Templated, on-brand emails go out automatically at each stage, so candidates hear back without a manager remembering to write one. Reminders nudge whoever needs to act next, over email or WhatsApp Business, instead of you sending the third follow-up yourself at the end of the day.
You see everything in one place
Every role, every stage, every candidate lives in one system with role-based access, not five inboxes and a shared drive folder. You can check status, pull an audit trail, or export a candidate's data on request, without opening a single spreadsheet to find the answer.
In depth
Most companies try to standardize hiring with a wiki page: a document explaining the stages, who owns what, when to follow up. It works right up until someone gets busy, and then the exceptions quietly become the norm. Aster makes the standard the workflow itself, not a set of instructions someone can skip. Every role runs on the same kanban pipeline, applied, shortlisted, interviewing, offer, hired, with the same fields on every candidate profile and the same rules about who can move a card.
Applicants are automatically parsed into structured data and scored against the role with the reasons behind the score, so a manager in sales and a manager in engineering are looking at the same kind of information in the same format, at the same stage. You're not asking people to follow a process. You built the process into the tool they already have to open to hire anyone, so there's nowhere else for a shadow spreadsheet to live.
Most companies try to standardize hiring with a wiki page: a document explaining the stages, who owns what, when to follow up. It works right up until someone gets busy, and then the exceptions quietly become the norm. Aster makes the standard the workflow itself, not a set of instructions someone can skip. Every role runs on the same kanban pipeline, applied, shortlisted, interviewing, offer, hired, with the same fields on every candidate profile and the same rules about who can move a card.
Applicants are automatically parsed into structured data and scored against the role with the reasons behind the score, so a manager in sales and a manager in engineering are looking at the same kind of information in the same format, at the same stage. You're not asking people to follow a process. You built the process into the tool they already have to open to hire anyone, so there's nowhere else for a shadow spreadsheet to live.
In practice
A new department head, hiring for the first time
A director who's never hired before opens their first req and inherits the same pipeline every other manager uses: the same stages, the same email templates, the same scorecards. You don't have to onboard them onto "how we hire here" in a separate meeting, or catch their mistakes after the fact. They see structured, scored candidates from day one, and the audit trail shows you exactly how the first hire went if you ever need to check it.
FAQ
Some will, at first, mostly because they're used to workarounds that made a broken process bearable. Aster's pipeline isn't an extra step layered on top of what they already do, it replaces the spreadsheet and the email drafting they were doing manually, with less work overall. Managers get scored, structured candidates and one-click interview scheduling instead of a blank board and a guessing game. Most resistance fades once they see it's genuinely faster than what they had before, not slower or more bureaucratic. You can also scope exactly what each manager can see and do, so the shared process doesn't feel like losing control over their req, it feels like losing the busywork they never wanted anyway.
Yes. The pipeline structure, applied through hired, stays consistent across roles so you always know where a candidate stands at a glance, but what happens inside each stage can flex: different scorecard questions, different interview panels, different email templates per role or department. Standardizing doesn't mean forcing every job into an identical script, it means every manager is working from the same map, even if the terrain within each stage looks different for an engineering req versus a sales one.
It shifts the reminder work from you to the system. Automated email and WhatsApp Business reminders go to whoever needs to act next, a manager with an unreviewed scorecard, an interviewer who hasn't scheduled a call, a candidate waiting on a decision, so the nudge comes from Aster before it needs to come from you. You still have visibility into every role's status on one shared board, so on the occasions you do need to step in personally, you're not asking "what's going on with this one," you already know before you open the conversation.
It lives in Aster, scoped to your workspace, not spread across personal inboxes, spreadsheets or messaging apps that leave with whoever created them. Access is role-based: you decide whether a hiring manager sees only their own req, a department head sees their team's roles, or HR ops sees everything across the company. Every view and change is logged in an audit trail. Data is encrypted in transit and at rest, and it's never used to train shared models. You can export or delete a candidate's record on request, so you always know exactly where their information sits and who has touched it.
Because access is role-based rather than tied to personal email threads or a spreadsheet a manager built for themselves, nothing walks out the door with them. Their req, candidate history, scorecards and audit trail all stay in the workspace, and you simply reassign access to whoever picks up the role next. You're not left trying to reconstruct where a hire stood from a departed manager's inbox or a laptop that's already been returned, the record was always shared, structured and visible to whoever HR ops grants access to.
No, if anything it protects it. The email templates are on-brand and editable, written in your own voice, so every candidate gets a consistent, professional experience regardless of which manager happens to be handling their req that week. Self-scheduling for interviews and automatic status emails mean candidates hear back faster and more reliably than when it depended on one person remembering to reply between meetings. Consistency and warmth aren't opposites here, the standardized process is exactly what makes sure no candidate quietly falls through the cracks and gets forgotten.
HR ops shouldn't be the department that quietly holds a company's hiring process together through reminders, spreadsheets and goodwill. Aster gives every hiring manager the same structured, automated workflow, on-brand emails, one shared pipeline, scorecards, self-scheduling, without you having to police it role by role, team by team. Access stays scoped to who actually needs it, every action is logged in an audit trail, and candidate data is encrypted, exportable and deletable on request. You set the standard once. Managers follow it because it's the easiest way to hire, not because you're watching over their shoulder. The result is one consistent, auditable process across every team, and hours back in your week that used to go to chasing status updates that should never have needed chasing in the first place.
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