Good candidates move fast. Slow follow-up loses them.
The best candidates are talking to several companies at once, and the one that keeps the process moving usually wins them. this+that handles the coordination in the background so your team can spend its time on the conversations that actually decide the hire.
Where hiring slows down is rarely the interview. It's the coordination around it.
The two-day reply
A candidate emails back and it sits unread while the recruiter is heads-down on something else. By the time anyone gets to it, the candidate has cooled off, and the best ones already have other offers in hand.
Feedback you have to beg for
Some interviewers reply within the hour. Others go quiet for three days. Nobody is chasing them, so the decision waits on whoever is slowest.
Status updates that take 20 minutes to assemble
Where each candidate actually stands is scattered across email threads, Slack, and one person's memory. When the hiring manager asks, someone has to go reconstruct it.
A late start on day one
An offer gets accepted Friday afternoon. The onboarding tasks don't exist until Monday, IT never got the heads-up, and the new hire's first day already feels rushed.
Keep every candidate moving through the process without manual follow-up
Schedule before anyone opens the thread
A candidate replies. By the time a human looks at the thread, this+that has spun up the interview scheduling task, checked who is free when, and left a drafted scheduling email ready to send.
Feedback that chases itself
Interviewers get an automated request once they have met a candidate. Go quiet past 48 hours and a DoBox follow-up task shows up to nudge them.
The hiring manager gets one summary
Once everyone has weighed in, this+that pulls the feedback into a structured summary and sends it over.
Onboarding that is already in motion
Accept on Friday and the onboarding tasks exist on Friday. this+that creates them, pings HR on Slack, and lays out the first-week checklist. Nobody starts day-one prep from scratch on Monday morning.
Hiring workflows that run automatically
Describe one in plain English and it runs from then on. A few that hiring teams set up:
Your ATS knows where the candidate is. It won't move them forward.
A good applicant tracking system stores candidate data and shows you the pipeline stage, and that is genuinely useful. What it won't do is follow up with a quiet interviewer, draft the scheduling email, or kick off onboarding the moment an offer is accepted. That coordination work still falls to someone on your team to remember. this+that is what closes that gap between the record in your ATS and the next thing that actually has to happen.
Hiring moves at the speed of your follow-up. Automate that part.
Connect your inbox and see what hiring workflows this+that would automate based on your actual email patterns.