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Talent pipeline
Build talent pools and approved outreach before the role opens.
The ATS built for humans and agents.
Yardstick helps teams build and nurture a talent pipeline, then manage roles, candidates, interviews, scorecards, and hiring decisions in one workspace where people stay in control.
Agents can help inspect pipeline state, prepare operational changes, draft updates, and ask for approval before sensitive actions happen.
Most interview drift happens in the details.
Most hiring teams do not set out to run subjective interviews. One interviewer asks about past performance. Another asks hypothetical questions. A hiring manager changes the bar after meeting a charismatic candidate. Notes are incomplete, and debriefs become a conversation about impressions rather than evidence.
- Candidates are not always evaluated against the same criteria.
- Interviewers may leave the conversation with different kinds of evidence.
- Hiring teams struggle to compare candidates clearly after the interviews are over.
A structured evidence loop for hiring teams.
Yardstick connects talent prospects, talent pools, and human-approved outreach sequences with roles, candidates, interview planning, interviewer guidance, scorecards, decisions, and approval-aware agent assistance — plus a hosted job site for inbound applications — into one practical workflow.
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Roles and candidates
Open the role and track every candidate in one hiring workflow.
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Interviews and scorecards
AI designs the structured interview; every candidate is scored on the same scale.
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Decisions
Compare candidates on evidence, with agents handling the busywork under your approval.
What Yardstick does as an applicant tracking system.
The features, in plain terms, with a page for each.
Job posting and distribution
Publish a role and it appears on your hosted careers page. Every public job page carries Google Jobs structured data, and Yardstick generates XML job feeds for ZipRecruiter, Careerjet, Talent.com, and Jooble. Each board decides whether and when to list a role.
Hosted job siteResume collection and parsing
Applicants attach a resume when they apply on your careers page. Yardstick parses it into the candidate record and keeps the original on the record for interviewers to read.
Application intakeApplication review and ranking
Yardstick scores each application against the job-related criteria your team defines and ranks them as a reading order, with the evidence shown beside the resume. Applications that miss one of your screening questions are marked in the queue. Your team makes every decision.
Application reviewCustomizable hiring pipelines
Define the stages each role moves through, run a different pipeline for each role, and attach automation rules to the stages you created.
Hiring pipelinesTalent pools and prospects
Build talent pools of past candidates, silver medalists, and future-fit prospects before a role opens. When a role opens, the pool becomes the shortlist that feeds your pipeline.
Talent poolsEngagement tracking on the prospect record
Every prospect has an activity timeline. Log notes, calls, and meetings, and outreach emails sent through a sequence are added automatically, so the last touch and the next follow-up are visible to the whole team.
Talent CRMStructured interviews, scorecards, and decisions
AI designs the interview guide for the role you are hiring for, every candidate is scored on the same scale with written anchors, and the team compares candidates on evidence.
Compare candidatesBuilt-in agents and an agent-operable API
Built-in agents each do one named job. Chase missing scorecards emails reminders to interviewers directly; screen new applicants nightly prepares rejection drafts and holds them for your review. Your own agent can operate Yardstick through the CLI, public API, or MCP server, and a person approves sensitive actions.
Built-in agents
Better hiring starts before the first interview.
Yardstick helps teams design and run structured interviews around the role they are hiring for. The workflow supports human judgment by giving it better inputs.
- 1Build and nurture a talent pipeline — talent prospects, talent pools, and human-approved outreach sequences, plus a hosted job site for inbound applications — then manage roles, candidates, stages, and interview work in one hiring workspace.
- 2Build interview plans around the criteria that matter for the role.
- 3Give interviewers questions, follow-up guidance, rubrics, and scorecards.
- 4Compare candidates with clearer evidence.
- 5Let agents prepare operational work while humans approve sensitive actions.
Where Yardstick fits.
Yardstick can be a team's first hiring system
Yardstick can help teams manage hiring pipelines, track candidates, and run the interview process without taking on mid-market or enterprise ATS complexity.
Yardstick is more than an AI question generator
Generic AI tools can generate interview questions. Yardstick connects questions to role criteria, pipeline context, rubrics, scorecards, and follow-up guidance.
Yardstick is your applicant tracking system
Yardstick manages hiring end to end — from building and nurturing a talent pipeline (talent prospects, talent pools, and human-approved outreach sequences, plus a hosted job site for inbound applications) through roles, candidates, and pipelines. Structured interviews, scorecards, and agent-assisted workflow support are built in — not a layer bolted onto another ATS.
Yardstick keeps judgment with the hiring team
Hiring decisions are still human decisions. Yardstick helps teams bring clearer criteria, pipeline visibility, better evidence, and more consistent discussion to those decisions.
Use Yardstick when interview quality needs to be repeatable.
Yardstick is a strong fit when a team wants one practical hiring workspace — from building and nurturing a talent pipeline through candidate tracking, interview plans, scorecards, and approval-aware agent assistance — managed end to end in Yardstick rather than spread across a separate ATS and a stack of point tools.
- your team is growing and the interview process is becoming inconsistent
- hiring managers are creating their own interview questions from scratch
- candidate debriefs rely too heavily on impressions
- scorecards exist but are not tied to useful role criteria
- interviewers need better follow-up guidance
- you want AI help without turning hiring into a generic prompt-writing exercise
Common questions about Yardstick.
What is Yardstick?
Yardstick is the ATS built for humans and agents. Before a role is open, teams build and nurture a talent pipeline — talent prospects, talent pools, and human-approved outreach sequences, plus a hosted job site for inbound applications — then manage roles, candidates, interviews, scorecards, and decisions while agents help prepare operational work under human approval.
Who is Yardstick for?
Yardstick is for hiring teams that want more consistent interviews and clearer hiring decisions, including founders, hiring managers, recruiters, and go-to-market leaders.
Is Yardstick an ATS?
Yes. Yardstick is designed as a hiring system that spans building and nurturing a talent pipeline — talent prospects, talent pools, and human-approved outreach sequences, plus a hosted job site for inbound applications — through roles, candidates, interviews, scorecards, and decisions. It is strongest for teams that want ATS workflow and structured interview evidence in one place, with human approval around agent-assisted work.
How is Yardstick different from a generic AI interview question generator?
Generic AI tools can produce questions. Yardstick connects questions to role criteria, interview plans, rubrics, scorecards, and follow-up guidance so the team can use the questions inside a structured hiring process.
Does Yardstick replace human hiring decisions?
No. Yardstick supports human decision-makers by giving them clearer criteria and better interview evidence. The hiring decision remains with the team.
Does Yardstick let agents make hiring decisions?
No. Yardstick is built around human control. Agents can help prepare routine work, summarize pipeline state, and draft updates, but sensitive candidate-facing and decision actions should require human approval.
Build interviews around evidence, not improvisation.
Learn how Yardstick helps hiring teams create structured interview plans, guide interviewers, and compare candidates with clearer criteria.