Sports hiring, built as one workflow

Already running a job ad

Point Hirello at the ad you are already running, or drop in the job spec document, and the setup wizard fills itself in. You check it rather than retype it.

Why start with sports hiring

Sports jobs are Hirello’s defined starting point. Hirello Classic gives employers a sports job ad and candidate management in one product.

Hirello Express provides the same candidate-management flow when the employer already has a job ad. The evidence for choosing sports hiring as the initial market is [[FACT: product or market evidence explaining why sports hiring was chosen as the initial focus]].

What is already built

The product walkthrough demonstrates application import, screening questionnaires, JobScore, interview scheduling, ranking and selection-panel collaboration. Each step uses the same job and candidate records.

Hirello Classic and Hirello Express present this candidate-management flow at different entry points. The walkthrough is evidence of the product interactions, not evidence of commercial traction.

Application management made easy

CVs and cover letters arrive as files. Until they sit in one candidate board, the employer still has an intake job to do. Hirello accepts dropped files, shows the parsing progress and creates candidate records in the Applied stage.

The import leads straight into JobScore. Intake and assessment form one connected sequence, using the same candidate records.

Spot high-fit candidates faster

A large applicant pool makes it difficult to decide where to start. JobScore scores each candidate against the job when their application is parsed and places the result beside their name.

JobScore reads the whole application and surfaces the factors behind the score. It does not rank candidates or choose a winner, so the hiring decision stays with people.

Screen high-fit applicants first

A CV does not answer every role requirement. Hirello lets the employer build a questionnaire, add answer choices and collect responses from the candidate.

Answers return to the candidate’s profile. Screening rules can flag a response for closer review or screen a candidate out, while keeping the evidence attached to the record.

Scheduling of candidate interviews

Interview scheduling slows down when shortlisted candidates have different availability or live in different time zones. Hirello shows the shared availability, lets the employer set the interview window and sends the invitations.

Candidates choose from the available times in their own time zone. Their confirmed slots and replies remain connected to the job.

Select with confidence

A shortlist still needs a clear decision process. Hirello places shortlisted candidates in one comparison view, keeps JobScore visible and lets each reviewer arrange their preferred order.

The reviewer submits a ranking rather than accepting an automatic recommendation. This keeps the product’s assessment signal separate from the final human judgement.

Collaborate seamlessly

Hiring decisions often involve people with different responsibilities. Hirello lets the employer invite a selection panel member with job ad approval only or with access to score, comment and rank candidates.

Submitted rankings appear in the shared selection view. The displayed average uses the reviewers who submitted, while each score and comment stays connected to the job.

Evidence so far, and next

The current product evidence is the working walkthrough. Commercial traction needs to be stated separately: [[FACT: current employer users, active hiring organisations or paid customers, using the metric Hirello actually tracks]].

The next product or commercial milestone is [[FACT: next confirmed milestone]]. The next investor update will report [[FACT: metric that will be used to measure progress towards that milestone]].