Micro for Hiring

Quick Setup

1. Create a Recruiting List

   Press Cmd+K, type “new list”, and select the Recruiting template. It comes with a candidate pipeline, role tracking, and sourcing properties.

2. Add Candidates

   Add candidates manually, import from a CSV (LinkedIn exports, ATS exports), or let them flow in from email activity with Auto-Add.

3. Customize for Your Roles

   The template comes with common roles (Software Engineer, Designer, Marketing Manager, etc.). Edit the Applying to property options to match your open positions.

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Your Hiring Pipeline

The Recruiting template comes with stages for a typical hiring process:

Stage	What it means
New	Candidate just entered your pipeline
Screen	Initial review of qualifications
Interview	Active interviews with the hiring team
Final Round	Final interviews with key decision makers
Offer	Formal offer extended
Hired	Offer accepted
Rejected	You decided not to move forward
Dropped out	Candidate withdrew
No Stage	Not yet categorized

Switch between Pipeline (kanban), Candidates (grid), and New (filtered grid) views.

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Candidate Properties

The Recruiting template comes with properties designed for hiring:

Property	What it tracks
Applying to	Which role (Software Engineer, Designer, etc.)
Role Seniority	Entry, Junior, Mid, Senior, Staff, Executive
Team	Engineering, Product, Design, Sales, etc.
Source	Employee referral, External referral, Scouted, Applied Directly
Referred by	Link to the person who referred them
Manager	Hiring manager for this role
Next Steps	AI-suggested next actions
Rejected reason	Why you passed (AI-captured)
Dropped out reason	Why the candidate withdrew (AI-captured)

Add custom properties for anything else — interview scores, comp expectations, start date, offer details.

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AI Autofill

AI keeps your hiring pipeline current:

• Status — Candidates move through stages based on your email and calendar activity. Schedule an interview and they move to “Interview.” Send a rejection and they move to “Rejected.”
• Next Steps — AI suggests what to do next after each interaction
• Rejected reason — Captured automatically when you communicate a pass
• Dropped out reason — Captured when a candidate withdraws

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Research Candidates

Before an interview, use the AI assistant or Meeting Prep to research candidates:

• View their enriched profile — work history, education, social links, location
• Review your email history with them
• See who referred them and any shared connections
• Get suggested interview questions based on the role

Add a Context Doc to your Recruiting list with details about what you’re looking for — the AI uses this when evaluating candidates and suggesting next steps.

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Interview Notes

Record interviews to get AI-generated summaries with key points and action items:

1. Enable recording in Settings → Meeting Recording
2. The bot joins your interview automatically
3. After the call, the event page shows a Summary, Transcript, and Notes tab
4. Action items from the interview can automatically create tasks

You can also take notes during the interview directly on the event page.

Learn more about Meeting Recording

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Track by Role

Use the Applying to property to filter your pipeline by role:

• Create a custom view filtered to “Software Engineer” to see just engineering candidates
• Use the grid view to compare candidates side by side
• Sort by seniority, source, or any custom property you add

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Collaborate with Your Hiring Team

• Shared pipeline — Your whole team sees the same candidates and stages
• Activity feed — See when teammates had interviews or exchanged emails with candidates
• Linked tasks and docs — Create interview scorecards, reference check notes, or offer letters as documents linked to each candidate
• Real-time collaboration — See who’s viewing the same candidate profile

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Sourcing with Auto-Add

Set up Auto-Add to automatically add candidates to your pipeline:

• Anyone who emails you about a specific role
• Anyone referred by a team member
• Anyone you schedule an interview with

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Tip

If you’re hiring for multiple roles, you can create separate Recruiting lists for each team (Engineering, Design, Sales) or use one list and filter by the “Applying to” and “Team” properties.