Pipeline
Every role, stage and candidate on one board, with the reason each person moved and who moved them.
RECRUITING OPERATIONS / FOR THE WHOLE TEAM
The workspace behind every hire you can defend.
Fly does the routine work on the floor. The workspace is where your team runs it: what is stuck, what is waiting on a person, why a candidate was ranked where they were, and what the role has cost so far.
The public workspace preview runs on sample hiring data.
ATSIFLY / RECRUITING01 Overview02 Pipeline03 Sourcing04 Interviews05 ComplianceHarbour Group
Logistics and trades
Logistics and trades
HIRING PULSE / 7 DAYS
Good afternoon, Harbour Group.
APPLICANTS1,846SCORED94.2%TO SHORTLIST3.1 h
Volume is up. Shortlist quality holds.
ONE HIRING LOOP
From the open role to the defensible decision.
An agent that works fast is only half the product. The workspace gives the team the record, the approval trail, the controls and the numbers behind it, so speed never costs you the ability to explain a decision.
Scoring evidence
Open any rank and read the exact lines, answers and call moments that produced it.
Approvals
One tray for every message, advert, call list and offer waiting on a person, with the signature recorded.
Interview load
See who on the panel is carrying the week, and rebalance before the diary breaks.
Compliance gates
Adverts and rejections are checked before they move, and the decision record is kept for your retention window.
Cost per hire
Search spend, call minutes, board fees and time on desk against every filled role.
INTERACTIVE PRODUCT
Do not take the promise on faith. Open the workspace.
Move through the views a hiring team uses on a normal Tuesday, built from one coherent sample week. Inspect a scored rank, approve a batch of outreach, rebalance an interview panel, read a compliance record and follow the cost of a filled role.
- One fictional company and one consistent hiring week
- Deterministic sample data, no live candidate records
- Every capability marked by what ships today
ONE PRODUCT / FOUR WAYS IN
Useful to everyone who owns part of the hire.
Recruiters
See what is waiting on you, approve it in a batch, and spend the rest of the day talking to people.
Hiring managers
Read a shortlist you can question, with the evidence attached, without learning a new system.
Agency owners
Watch every desk, every client and every margin from one place, including timesheets and invoices.
Operations and finance
Connect spend, seats and board fees to filled roles and a defensible cost per hire.
THE FULL ROLLOUT MODEL
Six steps. One accountable path from first import to a measured cost per hire.
The workspace is designed around the operating work before, during and after the agent starts running roles, not only the moment a shortlist appears.
- 01
Import
Bring in the open roles, the historic candidates, the templates and the boards you already post to.
- 02
Calibrate
Score twenty past hires and twenty past rejections so the criteria match how your team actually decides.
- 03
Prove
Run one live role end to end beside your current process and compare the shortlist against the one you would have built.
- 04
Roll out
Move the rest of the desk across, keeping your approval rules, message voice and client boundaries.
- 05
Operate
Run pipeline health, approvals, interview load, compliance and spend as one weekly discipline.
- 06
Improve
Turn the reasons roles slipped into changes in the brief, the boards, the message or the panel.
FIT THE TEAM
Connect what you already run. Keep the boundary explicit.
Each workspace chooses the systems, permissions and retention rules that fit the organisation. The public preview connects only to sample fixtures.
Job boards
One brief published to every board you use
Calendars
Two-way sync for the panel and the candidate
Email and messaging
Send from your own domain and threads
Telephony
Outbound screening calls with recorded transcripts
Payroll and onboarding
The accepted offer becomes a starter record
Reporting export
Governed extracts into your existing reporting
TRUST IS AN OPERATING FEATURE
Ground what it can claim. Define where it must stop.
Evidence, not opinion
Every score, summary and recommendation cites the source lines it came from, so a debrief can check the work.
A person signs it
Nothing reaches a candidate, a client or a board without a recorded approval, including who approved it and when.
Checked before it moves
Adverts and rejection reasons pass a bias and wording check before publication, and the record is kept.
Your data stays yours
Candidate records, notes and messages are not used to improve anything shared with another customer.
SEE BOTH SIDES OF THE PRODUCT