Hiring with Kardbrd
Go into the interview prepared.
Give each candidate a card. Keep their application, interview notes, and follow-ups together, with an agent to help you prepare for the next conversation.
- CandidatesCollect applications Profile · portfolio · notes
- ReachedMake contact Message draft · reply
- ScheduledPrepare the interview Calendar · questions
- InterviewedRecord what you learned Notes · follow-up
- DecisionChoose whom to hire Your decision · next steps
Follow the stages from left to right
Our board also has Shortlist and Rejected lists for candidates we want to keep in view or close out.
The stages are from our own board. The task descriptions illustrate what can happen at each stage.
Before the interview
Give the agent the context you would give a colleague.
Put the role description, application, and relevant work on the candidate’s card. Add what you want to learn in the interview, then ask the agent to prepare questions.
When the candidate reaches Scheduled, you have a place to prepare. After the conversation, add your notes and move the card to Interviewed. The next step follows the process you chose.
You can ask for help on each card or configure a rule to prepare questions when a card reaches a particular list.
The candidate card stays useful after the interview.
You do the talking and make the decision. The card keeps the material you need for what comes next.
Record the conversation
Add your notes and link to a recording or transcript when you have one. Keep open questions close to the original application.
Prepare the follow-up
Ask the agent to draft a message using your notes. Review it before sending, and keep the reply with the candidate’s history.
Close the process
Record your decision and finish the remaining conversations. Archive cards when the work is complete, so their history is still available.
How we used it
We used this board to make a marketing hire.
Our hiring owner asked the agent to draft the role, prepare candidate-specific interview questions, and write follow-up messages. The owner conducted the interviews and made the hiring decision.
Once the hire was confirmed, the owner asked the agent to tidy up the remaining board. That gives us a complete example of the process, from preparation to closing the search.
Kardbrd’s own hiring process, March–April 2026. Candidate details are omitted.
Before you start hiring.
Is this a fixed recruiting pipeline?
No. You choose the lists and the steps between them. Our board used Candidates, Reached, Scheduled, Interviewed, and Decision, with Shortlist and Rejected lists alongside them. Use the stages that make sense for your hiring process.
What does the agent need to prepare an interview?
The role description, the candidate’s application or work samples, and what you want to learn. Keep those on the card or link to the original material. The agent can prepare questions that you check and adjust before the conversation.
Can we keep our calendar and recruiting tools?
Yes. Link to candidate profiles, portfolios, calendar events, documents, and recordings from the card. For an agent to act inside a tool, it also needs the corresponding tools, access, and instructions.
Who contacts candidates and makes the decision?
You decide how messages are approved and sent. In our own hiring process, the owner asked for message drafts and interview preparation, conducted the interviews, and chose whom to hire.
Who can see candidate information?
Keep candidate boards and connected documents limited to the people involved in hiring. Before using an agent, check which material it can access and which AI provider will receive it. Share only what the task needs.
Who are you looking to hire?
Tell us about the role, how you run interviews, and the preparation or follow-up you would like an agent to help with.