Dozens of roles, more hiring managers, higher volume. Aster keeps quality and consistency high while your recruiting team stays lean.
The problem
Hiring the way most teams still do it, before Aster does the first pass for you.
How Aster helps
Every role in one view
Track all open roles and stages from a single dashboard.
Rank at volume
All applicants scored and ranked, not just the first ten.
Whole hiring teams aligned
Recruiters, managers and panels on the same pipeline with the right access.
Spend where it works
Source analytics show which channels bring your best candidates.
Structured screening and scorecards keep every hire consistent, even as the team and volume climb.
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
When headcount targets double but your recruiting team doesn't, something has to give. Most scaleups solve this the wrong way: managers start running their own version of the process, screening in spreadsheets, texting candidates directly, keeping notes nobody else can see. It feels faster in the moment. Three quarters later, nobody can say why one department's offer accept rate is half another's, or which job boards are actually filling roles versus quietly burning budget. The team didn't get worse at hiring. It got wider than any one person could hold in their head, and the process didn't scale with it.
How it works
See every role at once
Every open requisition, from every department and hiring manager, lives in one shared pipeline. No more chasing spreadsheets or Slack threads to find out where a candidate actually stands. Applied, shortlisted, interviewing, offer, hired: the same five stages, visible to whoever needs to see them, for every role, all at once.
Screen at volume automatically
As resumes arrive, Aster parses them into structured data and scores each applicant against the role's requirements, with the reasons attached. A recruiter covering a dozen roles can sort by match score instead of opening every resume, so the strongest candidates surface first, no matter how many applied.
Give every manager the right access
Role-based access means a hiring manager sees their requisitions and candidates, a recruiter sees theirs, and leadership can see across the board, all without anyone touching a spreadsheet that wasn't meant for them. Every action lands in an audit trail, so consistency isn't a policy, it's built into the pipeline itself.
Spend where it's working
Source tracking follows every applicant back to the job board, referral, or channel they came from. Analytics show funnel drop-off and time-in-stage by source, so you can double down on what's actually filling roles and stop paying for what isn't.
In depth
A scaleup rarely has one hiring problem, it has fifteen, all open at the same time, all owned by different managers with different urgency. Aster puts every requisition on the same kanban pipeline: applied, shortlisted, interviewing, offer, hired. A recruiting lead can scan across engineering, sales, and support in the same view instead of stitching together status updates from five different managers. Each candidate has a rich, shareable profile, resume, match score, scorecards, and notes, so a manager about to walk into an interview can catch up in a minute instead of pinging the recruiter for context.
Duplicate applicants, the same person applying to two roles, or reapplying months later, get merged into one record automatically, so nobody is scoring the same candidate twice or losing history when they resurface. The pipeline is the source of truth, not whoever remembered to update the spreadsheet this week.
A scaleup rarely has one hiring problem, it has fifteen, all open at the same time, all owned by different managers with different urgency. Aster puts every requisition on the same kanban pipeline: applied, shortlisted, interviewing, offer, hired. A recruiting lead can scan across engineering, sales, and support in the same view instead of stitching together status updates from five different managers. Each candidate has a rich, shareable profile, resume, match score, scorecards, and notes, so a manager about to walk into an interview can catch up in a minute instead of pinging the recruiter for context.
Duplicate applicants, the same person applying to two roles, or reapplying months later, get merged into one record automatically, so nobody is scoring the same candidate twice or losing history when they resurface. The pipeline is the source of truth, not whoever remembered to update the spreadsheet this week.
In practice
A two-person recruiting team, twelve open roles
Engineering, sales, and support are all hiring at once, and the recruiting team is two people. Instead of splitting attention unevenly across a dozen spreadsheets, both recruiters work from the same shared view, sorted by match score, so effort goes where the strongest candidates already are. What used to take a two-week shortlist for one role now happens in an afternoon, freeing up time for interviews and offers instead of manual screening every applicant by hand.
FAQ
Aster parses each resume into structured data and matches it against the role using skill and industry matching, including synonym and typo tolerance, so "JS" and "Javascript" or a misspelled certification still match correctly. Every score comes with the reasons behind it, so a recruiter can see why a candidate ranked where they did instead of trusting a black box. It's built to narrow sixty applicants down to the ones worth a closer look, not to make the hiring decision on its own. The final call on any candidate still sits with your team.
Yes. Role-based access means a hiring manager sees the requisitions and candidates relevant to their team, a recruiter sees their full workload across roles, and leadership or admins can see across the whole organization. Nobody needs edit access to a spreadsheet or pipeline that isn't theirs, and nobody has to ask around to find out where a candidate stands. As you add hiring managers, they get access scoped to what they need from day one, without a recruiter manually managing permissions role by role.
Aster deduplicates candidates automatically, merging repeat applications and reapplications into a single record. So if someone applies to a support role in March and a sales role in September, you see one candidate history, not two disconnected entries competing for attention. That matters at volume: without it, a lean team ends up rescoring people it already has notes on, or missing that a strong candidate from an earlier role is a better fit for a new one.
Every stage change, access event, and scorecard entry tied to a candidate's record is logged, along with who made it and when. If a candidate asks why they were passed over, or a compliance review needs to reconstruct how a hiring decision was reached, you have an actual record rather than someone's memory of a conversation months ago. It's also what makes role-based access trustworthy at scale: you can see not just who has access, but what they did with it.
Every apply link is tagged with its source, whether that's a specific job board, your career site at jobs.hireaster.com, a referral, or another channel. As applicants move through the pipeline, Aster's analytics tie funnel drop-off, time-in-stage, and eventual hires back to where each candidate came from. That lets you compare sources on outcomes, not just applicant counts, so a channel that generates volume but few hires stands out clearly from one that sends fewer people who convert.
No. Match scores, scorecards, and analytics are there to surface the right candidates and the right data faster, not to make the decision for anyone. Collaborative 1-4 scorecards roll up into a team score, but that's meant to reflect everyone who interviewed a candidate, not to override any one person's read on them. The goal is to give a lean team back the time it would otherwise spend on manual screening, so that time goes into the interviews and decisions that actually need a human.
Scaling a hiring team usually means either hiring more recruiters or watching quality slip as the roles pile up. Aster is built so a lean team doesn't have to choose. One shared view across every role, scoring that handles the volume before it reaches a person, role-based access that keeps every manager on the same process, and source analytics that show where your budget is actually working: together, that's what lets headcount targets grow without your recruiting team growing at the same rate, and without the quality of every hire depending on which manager happened to be running the process that month.
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