It’s 2025 and somehow, most ATS platforms still feel like they were built in 2009. You’d think with all the AI, APIs, and “recruiting tech stacks” floating around, basic things like syncing interview notes or updating candidate statuses would be solved. Nope. Here’s what my colleges week looked like: - Manually moved a large sum of resumes from one system to another because our ATS doesn’t talk to our CRM. - Nearly lost 2 promising candidates because the interview reminders didn’t send. - Had to copy-paste feedback from Slack into the ATS because there's no integration. - Our client dashboard? A Google Doc updated every Friday. By hand. And this is using one of the “top-rated” platforms. We don’t need more flashy dashboards. We need tools that do what they say they’ll do—and actually talk to the rest of our systems. Last month, we finally snapped. Built our own sync with n8n + a bit of API wrangling. Now when feedback is dropped in Slack, it updates the ATS. When a stage changes in the ATS, the CRM updates. And best of all—no more Friday Doc updates. It’s not perfect. But it’s ours. And it works. If you’re stuck in the same mess and thinking of patching something together, I’m happy to share what we did. Just reply with a 🚀 or DM.

I’ll be honest: last week nearly broke me. One of our top candidates ghosted the final interview. Client was fuming. Internal Slack was melting down. Everyone’s asking what went wrong. What went wrong is... me. Or more accurately, me + five different platforms that refuse to talk to each other. I had their info in a Google Sheet. Sourced from LinkedIn. Notes in Notion. Interview feedback in Greenhouse. Email thread in Outlook. None of it synced. None of it centralized. I spent nine hours just trying to keep everything up to date. By the time I realized they’d been double-booked for a different role at another firm... it was too late. That deal was ours. But we were too slow. I was too busy doing admin. I’m not writing this for sympathy. I’m writing this because I refuse to spend another 9 hours doing a machine’s job. Spent my weekend building a simple automation chain. Took me 3 hours. Now all the profiles flow straight into our CRM, interview notes update in real-time, and the offer letter is one click away. I didn’t do this because I’m a “tech person.” I did it because I was tired of apologizing to clients for stuff that should be handled by code, not by a recruiter on the edge of burnout. Let me know if you want a peek at the workflow. Or just drop a 🔁 if you’ve been there too.

Howdy guys. We analysed data from many recruitment cycles and uncovered some interesting truths about why candidates vanish mid-process. Here’s what changed our game: 🔹 Speed is everything – Ghosting tripled when follow-ups took more than 48 hours.🔹 Clarity kills friction – Clearly outlining next steps dropped ghosting by 36%.🔹 Templates ≠ trust – Personal messages boosted interview completion significantly. What we did: - Built a dynamic communication workflow that feels human, not robotic. - Injected "micro-engagements" (short touchpoints) between stages to keep momentum - Added a real-time feedback loop that adapts messaging based on how candidates respond The result? Ghosting fell by nearly half. I’m curious—what have you tried that moved the needle on candidate drop-offs? Let’s compare notes. 👇

Last month, we had to cancel three open roles—after weeks of interviews. Painful. We've all been there. Here’s how we kept candidate relationships intact (and even stronger): 1. Custom GPT-powered messaging: Automatically generated personalized notes explaining the situation and thanking each candidate sincerely. 2. "Warm pipeline" tagging: We logged detailed notes and feedback into our ATS to build a searchable warm candidate pool. 3. Engagement drip: We set up automated check-ins—sharing company updates, hiring signals, and team stories to stay top-of-mind. 📈 When a similar role reopened two months later, we filled it in 9 days—entirely from our warm pipeline. Curious—how do you handle it when roles get pulled unexpectedly?

BEFORE: Our recruiting team was spending 70% of their time on initial candidate screening, most for unqualified applicants. AFTER: We built a simple automated screening system that: • Uses a conversational AI to ask preliminary questions • Evaluates responses against role requirements • Schedules qualified candidates directly into the recruiter's calendar • Sends personalised rejection emails to clear mismatches This reduced screening time by 63% and allowed recruiters to focus on candidate experience for qualified applicants. The unexpected benefit? Candidates reported higher satisfaction because they got immediate engagement rather than waiting days for a response.👌 Has anyone else implemented automation in their initial screening? What worked/didn't work?