Skip to main content
TaaSFlow
Start a $699 pilot
A hiring team reviewing candidate shortlists together at a table

How it works

From your hiring brief to a ranked shortlist.

Sourcing agents find and screen candidates. A recruiter reviews the shortlist. Your team chooses who to hire.

Start a $699 pilotSend us a message

Timing depends on the role, the market and how quickly the brief is approved. It is not a guarantee.

Steps, from brief to shortlist
4Steps, from brief to shortlist
Usual time to a first shortlist
5 business daysUsual time to a first shortlist
Backed by evidence
Every scoreBacked by evidence

4 steps

Four steps. Clear responsibilities.

The same four steps for every role, with what you do and what happens on our side.

  1. 01

    Share the role

    Send a short inquiry or the full role brief. No sourcing starts until the scope is confirmed.

    Your part & our part
    You:
    Complete the 3-step intake, about 6 minutes, or send a job description. Drafts are saved, so you can pause and resume.
    TaaSFlow:
    We read the brief and ask for what is missing. Nothing is sourced until the scope is confirmed.
  2. 02

    Approve the plan

    We contact you to confirm the role, the criteria and the pilot scope before any work begins.

    Your part & our part
    You:
    Confirm the scoring rubric: must-haves, nice-to-haves and deal-breakers, with their weights.
    TaaSFlow:
    We turn your intake into a role-specific rubric and a search plan. Your workspace opens with the role and the rubric. Seats depend on your package. The pilot includes two seats: one owner and one recruiter.
  3. 03

    Sourcing and screening

    Agents source and score candidates against your criteria. A recruiter reviews the results.

    Your part & our part
    You:
    Nothing, unless we have a question. You can follow progress in the workspace.
    TaaSFlow:
    Agents source candidates, parse each application and extract evidence, and apply the rubric. A recruiter reviews the results before anyone reaches your shortlist.
  4. 04

    Review your shortlist

    You get a ranked shortlist with the evidence behind each score, in your workspace. You decide who to interview.

    Your part & our part
    You:
    Review the ranked shortlist, then advance, hold or pass on each candidate with a reason. Run the interviews and make the hiring decision.
    TaaSFlow:
    Your first ranked shortlist usually arrives within 5 business days of an approved role brief. Every score arrives with its evidence, in the workspace.

Approve the plan

The intake becomes an approved blueprint.

Approve the requirements, weights and search plan before sourcing starts.

  • Weighted rubric — not a wishlist
  • Must-haves, nice-to-haves, and deal-breakers made explicit
  • Search plan reviewed with you before launch

Sourcing and screening

23 channels, one rubric.

Channels are chosen for your role. Every candidate is reviewed against the same requirements.

Explore the sourcing approach
  • 5 families of channels: digital, direct, AI and intent, inbound, and offline
  • Public-signal scanning surfaces people who have just become reachable
  • Named-target outreach, our own talent network and past finalists come first
  • Universities, partners, referrals, events and press when a role warrants it
  • Roles are published on the TaaSFlow job board. Outbound distribution to external job boards is planned, not built.
  • Whatever the channel, the candidate is scored on the same rubric

Review your shortlist

What you get in the workspace.

A ranked shortlist, candidate evidence and your decisions — together in one shared workspace.

Pick a module and see what it does.

What enters it, what it does, what it produces, what you control and what gets recorded.

Role requirements

Hiring outcomes

Outcomes feed the Talent Graph, which the next role's rubric reads from.

Intake Engine

In the product

Runs in: Intake and role launch

What enters it
  • Role brief, must-haves, nice-to-haves, constraints
  • Job description upload (PDF, DOCX, TXT or RTF)
  • Compensation range, location and work-permission rules
What it does
  • Validates every field against a schema before it is stored
  • Saves drafts so a partial intake is never lost
  • De-duplicates repeat submissions by idempotency key
What it produces
  • A validated requisition record tied to your organisation
What you control
  • Edit any field before the role is launched
  • Role intensity: steady, standard or aggressive
What gets recorded
  • Who submitted the intake, when, and every later edit
Role lifecycle · Senior Platform Engineer

Review · waiting on your team since 3 Aug

Example data

Workflow

Review · waiting on your team since 3 Aug

3 need attention
Example data: a worked example of the product, not a live account. No real candidate information is shown.
Decision Workspace · Senior Platform Engineer

3 decisions due · Criteria locked

Example data

  • Candidate ref 4F2K9Q

    7 of 8 requirements evidenced · Awaiting your decision

    94
    Top fit
    • “Ran a 42-service Kubernetes platform across 3 regions for six years.”
    • “Escalation owner on a customer-facing on-call rotation.”
    • Gap: No SOC 2 audit experience found in the CV.
    Reversible for 5 minutes

  • Candidate ref 8HD3TW

    6 of 8 requirements evidenced · Awaiting your decision

    84
    Strong fit
    • “Migrated a monolith to managed Kubernetes over two quarters.”
    • “Wrote the infrastructure-as-code standard adopted by four teams.”
    • Gap: Team-leadership evidence is partial — one quote, no scope.
    Reversible for 5 minutes

  • Candidate ref 2QL7BM

    5 of 8 requirements evidenced · In review by TaaSFlow

    76
    Consider
    • “Strong reliability work, mostly on internal-only services.”
    • Gap: Production scale is below the blueprint threshold.
    Reversible for 5 minutes
Example data: a worked example of the product, not a live account. No real candidate information is shown.

The controls that sit over it.

Approval gates
No candidate reaches your shortlist until a recruiter has verified the evidence and approved the release.
Rubric versions
Each score names the rubric version it ran on. Versions are frozen once scored against.
Role-specific settings
Weights, must-haves and intensity (steady, standard or aggressive) are set per role.
Agent switches
Enable, pause or disable any agent per role. Paused agents stop, and the change is logged.
Audit history
State changes, overrides, releases and access events are appended, never edited.
Escalation
A path to a TaaSFlow recruiter inside the workspace.

Want the detail on each agent? See the agents behind each step.

A candidate and hiring manager shaking hands after an interview

The outcome

You interview fewer people, and better ones.

Usual time to a first shortlist
5 business daysUsual time to a first shortlist
Behind every ranking
EvidenceBehind every ranking
Candidate records
YoursCandidate records

Evidence review

See why each candidate fits.

A recruiter checks the evidence before release. Missing evidence is flagged, not hidden.

  • Roles are split into requirements, and each requirement gets its own verdict and evidence quote.
  • The 0 to 100 fit score is built from those verdicts, not the other way around.
  • Each score shows its coverage, any contradiction flags and the rubric version it ran on.
  • The same rubric is applied to every candidate on a role.
  • Scoring uses the material a candidate submits, such as their CV and application answers. No external data-enrichment source is connected today.

Evidence graph: a scored candidate

Representative data for one senior platform role. In the workspace this is the real record, with reviewer history attached.

Representative data
5 requirements3 with verified quotes1 quoted but unsettled1 with no evidence1 conflicting1 reviewer-confirmed
  1. 1

    Requirement

    5+ years operating Kubernetes in production

    Must-have · sits in the must-have block, worth 60% of the score in total. Matched terms: kubernetes, production.

  2. 2

    Candidate evidence

    Confirmed by reviewer
    status: met
    stored confidence 92%

    A reviewer read the source and accepted or corrected the evidence.

  3. 3

    Source and quote

    • cvCV · characters 1180–1264
      Ran the production Kubernetes platform (42 services, 3 regions) for six years as staff engineer.
    System interpretation

    Six years of platform ownership at production scale, stated with system counts.

  4. 4

    Scoring rule

    Status "met" credits 1 of this requirement inside the must-have block (60% of the score).

  5. 5

    Score contribution

    20 of 20 ptscredit 1 inside the 60% block
  6. 6

    Decision impact

    Supports approval — this must-have is evidenced and shown to the client as a strength.

Weights and credits shown here restate the rules the scoring engine already applied. This view reads records; it never recalculates or edits a score.

Ranking

Ranking that responds to your weights.

Adjust the rubric weights and watch the order change. In your real workspace the weights are approved at intake. This demo shows how the ranking reacts.

Ownership

What you do and what we do.

Here is who owns each activity: us, you, or both. A recruiter reviews every shortlist, and you make every hiring decision.

ActivityOwnerHow it works
  • Role definition & must-havesClientYour brief. We ask sharp questions.
  • Search plan & rubric weightsSharedWe propose. You approve before launch.
  • Sourcing across channelsTaaSFlowDirect outreach, network, inbound, referrals.
  • Evidence extraction & reviewTaaSFlowEvery score sourced to a CV quote.
  • Publication gateTaaSFlowNothing reaches you without recruiter approval.
  • Interviews & decisionsClientYour team runs the loop. We record decisions.
  • Feedback loop & re-sourcingSharedFast feedback triggers another sourcing round.
  • Offer & closeClientYou extend the offer. We support the decision with the evidence.

What to have ready before you start.

None of this is required up front. Having it ready makes the first pass quicker.

Role clarity

Rough notes on responsibilities, must-haves and nice-to-haves. The intake structures them.

Compensation range

An approved range for the role, shared with candidates at the right stage.

Hiring team

Names and emails of the reviewers, interviewers and decision maker, to invite into the workspace.

Interview loop

The stages, who owns each, and roughly how long each takes.

Screening questions

A few role-specific questions. Optional: we can propose a set from the rubric.

Constraints

Location model, visa policy and start-date flexibility. Anything that would disqualify late is better captured early.

What we do not claim: there is no fully autonomous AI recruiter here, and no black box. Software does the mechanical work, and people review, calibrate and decide.

Ready when you are

Share your first role.

Request the pilot for one role, or send us a message to talk it through first.

Start a $699 pilotSend us a message

Where to go next

Related pages

Solutions

Industries we serve

All industries →

Resources

For candidates