How Tech Startup Teams Use 100Hires

Who this is for

Tech startups hiring engineers, product managers, designers, go-to-market roles, and early leadership hires.

What makes this hiring workflow different

• Hiring criteria change quickly as the company learns
• Founders need context without joining every screen
• Structured feedback matters when the team is small

Recommended 100Hires setup

Job Notes for private priorities

Keep internal must-haves and tradeoffs in Job Notes so AI Copilot and AI Scoring can consider them.

AI Scoring

Score applicants against job-specific criteria before reviewing every resume manually.

Evaluation Forms

Use structured interview forms so feedback is comparable across interviewers.

Slack notifications

Notify the team when candidates reach important stages.

Suggested workflow

Applied -> AI scored -> Recruiter screen -> Technical or skills interview -> Founder review -> Offer

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

Operating tips

• Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
• Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
• Test every automation on a sample candidate before relying on it for live applicants.
• Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
• Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
• Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.

Updated on: 16/06/2026