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Use Cases

Recruiting

For in-house recruiters, talent partners, agency recruiters, and hiring managers running their own loops — anyone whose work is steward a pipeline of people, remember every conversation, and know who needs a nudge.

If your day looks like this​

  • You manage candidate pipelines across multiple open roles.
  • Email threads with candidates span weeks; interview debriefs are scattered across calendar invites, Slack DMs, and shared docs.
  • You frequently lose candidates to silence — yours or theirs.
  • Every hiring manager wants a status update at the same time on Friday.

Set up first​

  1. One project per open role — Hiring/Senior PM, Hiring/Staff Eng, etc.
  2. A Scorecards project — what good looks like for each role: rubrics, interview-loop designs, leveling guides.
  3. A Monday morning scheduled task: "for every open role, list every candidate I've spoken to, the last touch date, and the next action."

Use cases worth setting up​

Candidate-pipeline-at-a-glance​

Forward every candidate email — outbound, inbound, debrief — into the right role's project. Ask: "for [Role], where is every candidate in the loop? Sort by last activity."

The status doc that your hiring manager wants on Friday is a single query away.

Stale-candidate sweep​

A weekly scheduled task: "which candidates in any role haven't been touched in 7 days? Suggest a re-engagement message for each."

The single biggest reason candidates drop is silence. Deck closes the silence loop.

Interview debrief synthesis​

After a panel, ask each interviewer to forward their debrief into the candidate's project. Then: "synthesize the panel's view on [Candidate]. Where do interviewers agree? Where do they disagree?"

Hiring committees ship sharper, faster.

Scorecard cross-check​

"Against the scorecard in Scorecards/Senior_PM, how does [Candidate] stack? Where's the strongest evidence? Where's the weakest?"

Bias-checked, evidence-anchored evaluations.

Sourcing intel from your inbox​

Subscribe Deck to LinkedIn Recruiter alerts, GitHub stars, Wellfound, conference newsletters. Weekly: "any candidates surfaced this week that fit my open Staff Eng search?"

Sourcing is mostly a filtering problem; this is the filter.

Reference-call prep​

Day-of: "give me everything I have on [Candidate] in one page — résumé highlights, debrief themes, open questions, sample reference questions."

You walk in prepared.

Cross-role market intelligence​

Once a month: "across every role I'm running, what compensation expectations are candidates quoting? Where are we losing on offer?"

Comp data without a paid benchmarking subscription.

What good looks like after two weeks​

  • No candidate goes a full week without a touch you intended.
  • Friday status emails write themselves.
  • Interview debriefs synthesize automatically; you read and decide.
  • You stop forgetting that one candidate from three weeks ago.