Hiring coordinator

Job ads, applicant ranking and interview scheduling, with you making every decision

How it works

  1. Role definedYou describe the role and what matters.
  2. Job ad checked for fair wordingThe ad is drafted and checked for biased wording.
  3. Applicants ranked against your criteriaApplicants are ranked on your criteria, with reasons.
  4. Interviews bookedInterviews are booked with the people you pick.

A worked example

  1. A logistics company in Tuas needs a warehouse supervisor. The HR manager describes the role and what matters: forklift licence, shift experience, ability to start within a month.
  2. The system drafts the job ad and checks the wording for anything that could put off suitable candidates unfairly. The manager approves it and it is posted through Manatal.
  3. Sixty applications arrive. They are ranked against the criteria the manager set, with a short reason beside each, and none is rejected by the system.
  4. The manager reads the ranking, picks eight people to see, and the system books the interviews in Google Calendar.

Before and after

Before

After

Reading a pile of applications takes days, and tired reading misses good candidates.

Applications are ranked against your criteria, with the reason beside each.

Job ads are copied from old ones and may carry biased wording.

Each ad is checked for unfair wording before you post it.

Scheduling interviews takes many messages back and forth.

Interviews are booked in your calendar with the people you pick.

What the AI does

  • Drafts the job ad and checks the wording for bias.
  • Ranks applicants against the criteria you set, with a reason for each.
  • Books interviews with the people you choose.
  • Keeps the applicant list tidy in your hiring tool.

What your team keeps

  • Setting the criteria that applicants are ranked on.
  • Every decision. The system never rejects an applicant, and you decide who is interviewed and who is hired.
  • Interviews and the final offer.
  • Fair hiring. Your criteria and decisions should follow Singapore's TAFEP guidelines on fair employment, and the ranking is a help, not a verdict.

What is included

  • Connection to your hiring tool and Google Calendar.
  • A job ad draft with a fair-wording check.
  • Ranking against criteria that you set and can change.
  • Interview booking.
  • A short briefing for the people who hire.
  • Fixes and adjustments during the first month after launch.

What is not included

  • Automatic rejection of applicants.
  • Subscriptions to hiring tools such as Workable or Manatal, which stay with your business.
  • Employment law or HR advice.

Works with

  • Workable
  • Manatal
  • Google Calendar
  • Gmail

Questions

How much does the hiring coordinator cost?

Setup starts from S$4,499. The monthly fee is set by your volume and agreed on the call, before anything is built. Usage costs, such as AI processing, are billed on top of the monthly fee. Subscriptions you already pay for, such as Workable, Manatal or Google Workspace, remain yours. The minimum term is three months, and after that you can cancel any time.

Where does my data go, and does this meet PDPA?

Applications stay in your own hiring tool and email wherever possible. They hold personal data, so the written scope states what is read, why, and how long it is kept. The written scope says where everything is stored and lists any personal data the system handles and why, so you can check it against your own PDPA obligations. Your data is never used to train AI models.

Does the AI reject candidates?

No. It ranks applicants against the criteria you set and shows its reasons. It never rejects anyone. You read the ranking and make every decision.

Is this fair to candidates?

It follows the criteria you set, so those criteria matter. They should relate to the job, in line with the TAFEP guidelines on fair employment. The ad check helps remove biased wording, and the reasons shown beside each ranking let you check it.

What happens when the AI is unsure about an applicant?

It marks the applicant as unclear and says what is missing, for example a gap in the history. A person looks at it. It does not drop the applicant.

How long does setup take?

Usually three to four weeks from the call. We agree the criteria and wording with you, connect your hiring tool and calendar, and test the ranking on past applications before a live role.

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