Hire faster — together
Speed, quality, collaboration
ClaveHire reduces coordination drag so talent teams can focus on candidate experience and quality of hire. Shared scorecards, structured feedback, and sensible automation mean fewer dropped threads—and fewer “what did they think again?” meetings.
Shared visibility across recruiters, HM, and interviewers
Everyone works from the same structured feedback and history. That cuts conflicting narratives, speeds debriefs, and makes handoffs between sourcers, coordinators, and hiring managers legible in the system—not buried in threads.
- Unified scorecards and feedback history per candidate
- Clear ownership of next steps and stages
- Less time reconciling notes after the panel
Automation without losing the human touch
Let AI and workflows handle high-volume screening tasks, scheduling, and reminders. Recruiters stay in the relationship moments: closing candidates, shaping process, and coaching interviewers—where judgement actually matters.
- AI-assisted screening aligned to your rubric
- Scheduling automation that respects calendars and time zones
- Reminders and nudges that reduce ghosting and delays
Candidate experience that reflects your brand
Clear stages, timely updates, and professional touchpoints reduce the “black hole” feeling. When candidates know where they stand, offer acceptance and referral behaviour improve—not just NPS scores.
- Consistent communication patterns across roles
- Structured interviews that feel fair and comparable
- Less operational surprise for candidates
Works with your stack
Connect calendars, communication tools, and ATS platforms where your process already lives. The goal is fewer manual exports and copy-paste hops—not rip-and-replace on day one.
- Integrations for common calendars and collaboration tools
- ATS-oriented workflows where teams already track reqs
- APIs for custom stacks—talk to us about your roadmap
FAQ
Common questions
- Is ClaveHire only for large TA teams?
- No. Lean teams use it to punch above their weight on coordination and consistency; larger orgs use it for governance and scale. Pricing typically follows hiring volume and seats rather than a minimum headcount.
- How do you handle bias in AI screening?
- Screening should follow job-related criteria you define; we encourage structured rubrics, human review for edge cases, and regular audits of outcomes. We are happy to walk through responsible-use patterns with your TA and legal stakeholders.
- Can we pilot on a subset of reqs?
- Yes. Many teams start with a business unit or role family to prove time-to-fill and quality-of-hire improvements before expanding—especially when changing interviewer habits or scorecards.