We started with the role and the business.
In March 2026, we were hiring for marketing work at Kardbrd. The agent used the product positioning, target audience, and website alongside material on the hiring board to help draft the job description.
The owner reviewed the draft and asked for changes. That gave the hiring process a shared starting point: what work we needed someone to do.
Candidate cards became the place to prepare.
We arranged the board into Candidates, Reached, Scheduled, Interviewed, and Decision. Shortlist and Rejected lists helped us keep track of other outcomes.
Before one interview, the owner asked the agent for three questions. The agent used the candidate’s background and the business’s needs to prepare them. After the interview, the owner added notes to the same card.
The card held the context for the next conversation. We could return to the application, see what had already been discussed, and decide what was still worth asking.
The agent helped with the work between conversations.
The owner asked for a follow-up message and later for a draft agreement to review. Those requests and revisions stayed with the candidate’s history, alongside the interview preparation.
The hiring owner remained responsible for the conversations, the terms, and the decision. The agent helped prepare the material and carry out the follow-up tasks it was given.
A confirmed hire closed this round of the process.
On April 4, the owner recorded that a candidate had been hired and asked the agent to clean up the rest of the board. The agent’s acknowledgement records that the remaining cards were archived while the chosen candidate’s card was retained.
The card kept each conversation connected to the work around it. We could follow the process from the role description through the interviews to the owner’s decision.
Use the stages that fit your own process.
You might need a work sample, a second interview, or a reference stage. Add those lists and decide what material or agent help belongs at each step.