That’s the question that sparked the idea behind HireWire — a hiring system designed for the modern recruiter.
Today, sourcing candidates is easy. Tools help you reach hundreds of profiles in seconds. But once a candidate enters the pipeline, things start to fall apart.
Interview coordination becomes a game of back-and-forth emails. Feedback sits forgotten in someone’s inbox. Hiring managers lose visibility. And recruiters spend more time chasing updates than actually hiring.
Worse, traditional ATS systems often reject great candidates just because they don’t check the right keyword boxes — missing out on real potential that doesn't fit neatly into a template.
This gap between sourcing and decision-making creates delays, confusion, and poor candidate experiences — especially in fast-growing teams where every hire counts.
So in this case study, I reimagined the hiring flow end-to-end — using AI to automate the busywork, and humans to focus on what matters: making the right call.
To figure out how we could fix this, I worked with some of my friends who have been working as an HR Manager. Their experience helped guide the thinking behind the ideas.
To solve the problem, I made a few assumptions:
Also, HireWire has an inbuilt AI assistant called Dot. Dot helps with a bunch of things like creating jobs, rescheduling interviews, and taking care of small, repetitive stuff. It’s always around in the flow, making things easier without getting in the way.