Build the team without building a recruiting stack.
Publish roles, screen applications, coordinate interviews, and make hiring decisions in one place. Start with the process you need now and keep it when the team scales.
Reach broad and specialist job boards from one job ad
Give founders and hiring managers one shared candidate view
Use a different screening process for engineering, GTM, and leadership
Startup hiring changes before the process catches up.
The role mix, interview team, and hiring volume can all change in the same quarter.
Founder time is limited
Reviewing CVs, chasing feedback, and coordinating calendars competes directly with product and customers.
Specialist roles need context
Engineering, product, and revenue roles cannot share one generic scorecard or screening form.
Volume can change overnight
A funding round or product launch can turn two open roles into ten without adding a recruiting team.
The toolchain fragments early
Applications, interview notes, calendars, and decisions spread across inboxes and documents before anyone notices.
ROLE PLANNER
Use a hiring process that matches the role.
Engineering, go-to-market, and leadership hires need different evidence and different decision makers.
01Publish
02Screen
03Evaluate
04Hire
Engineering: validate the stack before scheduling the panel.
Confirm the technical non-negotiables first, then use a structured practical step instead of adding more unstructured calls.
Channel mix
Specialist technology boardCandidates searching by stack
Professional networkExperienced and passive profiles
Employee referralsTrusted technical networks
Check early
Core stack experience
Work location and time zone
Salary range and notice period
Pipeline
01Application
02Technical screen
03Introductory call
04Practical assessment
05Technical panel
06Offer
Go-to-market: compare market experience and commercial evidence.
Keep the first screen focused on segment, motion, and outcomes, then use a role scenario that reflects the actual market.
Channel mix
Major job boardBroad regional reach
Professional networkExperienced commercial profiles
Careers pageCandidates already interested in the company
Check early
Relevant market or segment
Sales motion or channel experience
Language and location requirements
Pipeline
01Application
02Evidence review
03Introductory call
04Role scenario
05Team interview
06Offer
Leadership: slow the decision down without losing momentum.
Bring founders and investors into one structured process with clear ownership, consistent criteria, and recorded feedback.
Channel mix
Professional networkTargeted senior reach
Executive referralsFounder and investor networks
Specialist boardRole-specific leadership profiles
Check early
Team and budget ownership
Stage and scaling experience
Compensation and availability
Pipeline
01Application
02Structured shortlist
03Founder interview
04Leadership case
05Stakeholder panel
06References
07Offer
Replace the patchwork before it becomes infrastructure.
Keep reach, applications, interviews, and decisions together from the first hire onward.
REACH
Publish once, then learn which channels deliver hires.
Create the job once and choose from organic, paid, regional, and specialist boards. Every application keeps its source, so the next hiring plan starts with evidence instead of habit.
Use one job ad across the selected boards
Track applications and hires by source
Change the channel mix for each role
COLLABORATIVE HIRING
Give every interviewer the context for the next decision.
Screening answers, messages, scorecards, and interview times stay with the candidate profile. Founders and hiring managers can contribute without rebuilding the context in Slack or email.
Assign candidates to the right decision makers
Use role-specific scorecards and stages
Schedule interviews from the candidate profile
CUSTOMER PROOF
How Bling tripled its team in four months
A Berlin fintech startup grew 333% in four months — hiring two C-level executives and five operators through Join's multiposting and A/B-tested job ads.
team growth in 4 months
+333%
hires, including 2 C-level
7
collaborators in the hiring process
5
“The fact that Join publishes job ads to different platforms helped us a lot to get interesting candidates, to speak with them, and to build the team we have now.”
No. Founders and hiring managers can publish jobs, review candidates, and coordinate interviews in one workspace. Add a recruiter later without changing the process or moving the data.
Can engineering and commercial roles use different workflows?
Yes. Each job can have its own screening questions, scorecards, interview stages, and decision makers.
Can Join work with our existing HR system?
Yes. Teams can use Join as their recruiting workspace or connect it to the wider HR stack through available integrations and structured exports.
Can we start with only one or two roles?
Yes. Join is designed for self-service setup and month-to-month hiring. Start with the roles you have now and add more when hiring volume changes.
Start today
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