LeanHQ Hiring

A shortlist with reasons. An interview with a plan.

Go from a pile of résumés to a clearer picture of whom to meet and what to ask. LeanHQ screens applicants, prepares interviews, and gets everyone booked, without making hiring your second job.

Create your first job See how it works

AI-assisted assessment. Human hiring decisions.

Senior Designer · 84 applicantsRanked by fit

Priya Nair

Led two product redesigns; strong systems thinking

86Shortlist

FigmaDesign systemsUser researchB2B SaaS · missing

Daniel Oyelaran

Portfolio depth; no enterprise work yet

71Review

FigmaPrototypingDesign systems · related

Meera Krishnan

Agency background; ask about ownership of outcomes

64Hold

Screening

Know why they're on the shortlist. And what to ask next.

Tell LeanHQ what the role actually needs. Set the must-have skills, adjust the priorities, and review applicants against those criteria.

Get strengths, concerns and skill coverage alongside the score. A promising résumé becomes a starting point for a conversation, not just a number in a spreadsheet.

Screening result for one candidate showing the score, strengths, concerns and which must-have skills are matched or missing — Screenshot placeholder · screening result

Before the interview

Focus on what you still need to learn.

Interview preparation draws on the application, the screening findings, previous rounds, and the criteria for the next conversation.

Spend less time inventing questions from scratch. Spend more time exploring what matters for this person and this role.

Interview prep for a technical round: focus areas ranked by priority and suggested questions for one candidate — Screenshot placeholder · round prep

After the interview

Come back to what was actually said.

Upload the transcript to evaluate answers against the round's criteria. Conclusions are supported by quotes from the conversation.

If something wasn't covered, it stays an unanswered question. LeanHQ marks insufficient evidence rather than filling in the gap.

Interview evaluation showing each criterion with a verdict and verbatim quotes from the transcript as evidence — Screenshot placeholder · evaluation with evidence

Scheduling

Get the interview booked. Stop being the go-between.

Choose the round, duration and panel. Then send the booking link.

For panel interviews, the candidate and interviewers each mark their availability. LeanHQ books the earliest shared time and sends the calendar invitations and reminders.

No personal mailbox or calendar connection is required. Scheduling uses your configured interview hours, submitted availability, and bookings already known to LeanHQ.

Less "Does Tuesday work?" More interviews in the diary.

Candidate booking page listing available interview times grouped by day, shown in the visitor’s time zone — Screenshot placeholder · booking page

Talent Pool

Start the next hire with what you already know.

A candidate who wasn't right for one role could be worth another look for a different one.

LeanHQ keeps their skills, screening history, interview evaluations and team notes together. Each assessment stays connected to the role it was made for, rather than becoming a permanent verdict on the person.

When another role opens, search your Talent Pool for relevant skills and experience, and choose whom to bring into the new process with the earlier context still available.

Your previous hiring effort shouldn't disappear into an old folder.

Screenshot placeholder · Talent Pool

The whole picture

Keep the process moving without keeping it all in your head.

See who has been reviewed, who is interviewing, and who needs a decision.

Open a candidate's record to find the original résumé, assessment breakdown, interview history and team notes together. AI recommendations stay separate from your team's decisions, so a suggested tier is never mistaken for a choice someone has already made.

Candidate record with the résumé, assessment breakdown, interview history and team notes side by side — Screenshot placeholder · candidate record

How it works

From an open role to an informed decision.

Define what matters.

Upload a job description or draft one with LeanHQ. Set the skill priorities, interview rounds and evaluation criteria before reviewing applicants.

Bring your applicants in.

Publish a branded application page, upload résumés in bulk, or bring relevant people across from your Talent Pool.

Review, prepare and meet.

Use the assessments to guide your review. Prepare questions around the gaps and coordinate interviews from the same workflow.

Compare the evidence. Decide.

Bring résumé findings, interview evaluations and team observations together. Your team decides who advances and who does not.

Create your first job

The principle

AI can recommend. Your team decides.

LeanHQ can assess an application and suggest where it belongs. It does not turn that suggestion into an automatic hiring decision.

Review the candidate, decide the next step, and check rejection messages before they are sent. The process stays under your team's control.

Questions

Before you open your next role.

Can we use résumés we already have?

Yes. Upload them in bulk, accept new applications through your public application page, or bring people into the role from your Talent Pool. You don't have to start with a new batch of applicants.

Do we need a finished job description?

No. Upload an existing description or answer a few questions to draft one. You can edit the description and adjust the skill priorities before screening begins.

Will scheduling see everything on our calendars?

No. LeanHQ works from the interview hours you configure, the availability people submit, and the bookings it already knows about. It does not see unrelated appointments in external calendars.

For panel interviews, availability collection lets each person confirm when they can attend.

How does interview evaluation work?

Upload a transcript, including text produced from a recording. LeanHQ evaluates it against the round's criteria and cites supporting passages. Criteria the interview did not cover are marked as having insufficient evidence.

Your team handles recording and participant consent.