What the four bands mean
Every band is here in full, whatever you scored.Scattered (0 to 10)
Your hiring runs on inboxes and memory. Applications reach you from too many places, so part of every week goes on finding people before you can judge anyone. When a client asks why someone was cut, you're rebuilding the answer from scratch. Start with intake and role definition, because every later stage depends on them.
- Put every applicant in one place. Move every live search into one pipeline before the next post goes up. Connect your Gmail or Microsoft 365 inbox to Curriculo's Email agent, and applications that reach it become applicants in your pipeline. Per-job addresses, like you+CODE@yourdomain, work on Gmail only.
- Write down what good looks like. Before the post goes up, write three to five outcomes the hire must deliver in a doc you share with the client, and get a yes on them. Then put a salary range, an experience range, each location and the work mode on the Curriculo job form, so people know what they're applying for. The guide on how to build a hiring pipeline covers the stages that come after.
- Reply to every applicant within two business days. A short, kind no beats silence, and it's the habit candidates remember. Emails the Email agent can't match to a job go to Review needed, with no automatic email sent to them, so add that list to your reply routine.
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Reactive (11 to 18)
You have the pieces, but they don't connect. Candidates are tracked somewhere, but screening and interviews change from search to search. When two finalists went through two different processes, you end up weighing a strong feeling about one against a few notes on the other. Tighten the handoffs and your decisions get easier to make and to explain.
- Turn your must-haves into a scorecard. List the outcomes for the role, give each a 1 to 4 rating, and have every interviewer fill it in before the debrief. The guide to structured hiring shows how to set one up and where AI fits.
- Ask the same questions at each stage. Choose the questions for each round before the first interview happens, and share them with the client's interviewers. The interview question generator gives you a starting set, and structured interviews explains how to run them.
- Ask your first-call questions up front. Most first calls cover the same ground, like notice period, salary expectations and location. Add those as screening questions on the Curriculo job form, so the answers arrive with the application and you can read them next to the resume before you book anyone.
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Structured (19 to 25)
Your process is repeatable. Candidates live in one place, interviews follow a plan, and you can usually explain a decision in one message. The next gains come from speed and visibility, which means knowing where candidates stall and how long a search really takes.
- Score every applicant against the same job. Once your job posts say clearly what the role needs, scoring every applicant against the job is worth doing, and candidate ranking shows how that works. In Curriculo, the Resume screening agent asks each applicant one round of questions, then gives a 0 to 100 score with an AI summary. A person makes every decision.
- Measure your time to hire. Run your last three searches through the time to hire calculator and find the stage where the days go. Then pick the recruiting metrics you'll actually act on, and leave the rest.
- Know who's waiting every morning. At the start of each day, check every open role for anyone who hasn't heard from you in two business days. Curriculo's Daily briefing agent gives you a morning summary of your pipeline, so you start that check from a summary and skip the scroll through the inbox.
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In control (26 to 30)
Your pipeline is clear, consistent and measured. Candidates hear back, clients get reasons in one message, and you know how long a search takes. The work now is keeping it that way as you take on more clients, and cutting the admin that still lands on your desk.
- Review your scorecards after each hire. A few months in, check whether the people who scored well early are doing well in the job, and rewrite the questions that didn't predict anything. If you use AI in screening, keep a person on every advance or reject decision, the way we describe in fair AI hiring.
- Cut the inbox admin. Every application you copy by hand is time you're not spending with candidates or clients. With the Email agent, applications that reach your connected Gmail or Microsoft 365 inbox become applicants in your pipeline, and on Gmail you can give each job its own address, like you+CODE@yourdomain.
- Let the job page do the first filter. Put the salary range, the experience range and every location in the post before it goes live, so the people who apply have already decided the role fits. Curriculo's public job pages show the salary up front and keep the apply button in reach.
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