Agentic ATS — agents that do the hiring work
Post the role. Wake up to a shortlist.
hyrdd runs hiring end to end. Agents write the scorecard, open the market, read every application against it, run structured interviews and rank the evidence — around the clock. You meet the five people worth meeting.
No account needed to try · Your first role is free
MK
AR
JD
SO
Trusted by 1,200+ hiring teams in 30 countries
26h
To first shortlist
0
Candidates ghosted
Senior Product Designer
Berlin · Hybrid · Day 2
Agents running
Role progress
68%
Scorecard, ad and interview plan drafted
40s
1,284 profiles sourced and contacted
24/7
Screening applications against the scorecard
142 / 210
Structured interviews scheduled
Queued
Ranked shortlist
Evidence attached
AO
Amara Osei
8 yrs · Design systems · Available in 2 weeks
96
fit
JW
Jonas Weber
6 yrs · B2B SaaS · Notice: 1 month
93
fit
LH
Lina Haddad
9 yrs · Fintech · Available now
91
fit
You approve every move
Measured across roles run end to end with the full agent team.
The gap
Hiring rarely fails at the decision. It fails in the waiting.
Every day a strong candidate waits, your odds of hiring them fall. A classic ATS is a filing cabinet for that backlog. Agents clear it.
Your ATS today
Software that stores the work
600 applications, one recruiter, a weekend of reading
Keyword filters that reject the best non-obvious fit
Five days of email to book one 30-minute call
Every interviewer asking something different
Silent rejections that cost you the next referral
With hyrdd
Software that does the work
Every application read against your scorecard, in minutes
Ranked on evidence, so the unusual profile still surfaces
Panels booked the moment a candidate qualifies
One structured interview, same rubric, every time
Every candidate answered — in your voice, including the no
The team you never had to hire
Six agents, one pipeline, no handover gaps.
Each agent owns a stage, writes down what it did and hands the next one the full context. You watch it happen live and step in whenever you want.
Intake agent
Turns a ten-minute brief into a weighted scorecard, a job ad and an interview plan your panel actually agrees on.
Draft in 40 seconds
Sourcing agent
Works your boards, careers page and talent pool for people who match the scorecard, then reaches out in your tone of voice.
Working 24/7
Screening agent
Reads every CV, portfolio and answer against the scorecard, cites the evidence behind each score and flags what is missing.
210 applications an hour
Interview agent
Runs the structured first interview, transcribes it, scores it against the rubric and never wanders off the plan.
Bias-checked rubric
Scheduling agent
Finds the slot across panels, calendars and time zones, sends the prep pack and chases the reschedule so you do not have to.
Booked in minutes
Nurture agent
Keeps every candidate updated, answers their questions and closes the loop — including the rejection, written with care.
Nobody left waiting
How it works
Four steps. You stay in the loop, not in the weeds.
The agents do the volume. You do the judgement — on a desk that only ever shows you decisions worth making.
Quality of hire
Speed is the easy part. We optimise for the right hire.
Fast bad hires are still bad hires. Every agent in hyrdd is pointed at one number — how well the person you hire does the job — and shows its working on the way there.
1
Scorecards, not keywords
Each requirement carries a weight. Candidates are scored on evidence against it, so the unconventional CV is not filtered out before a human sees it.
2
Every score shows its work
Open a number and read the exact line in the CV, transcript or task that earned it. No black-box ranking, no unexplained rejection.
3
Structured by default
Same questions, same rubric, same order for everyone in the role — the single change with the strongest evidence behind it in hiring research.
4
Bias controls in the loop
Name, photo, age and school are withheld until scoring is locked, and outcome drift is monitored per role and reported back to you.
Candidate scorecard
AO
Amara Osei
Senior Product Designer · Berlin
96
Overall fit
Design systems at scale
98
Evidence
Owned a 240-component library across six products
Discovery and research
92
Evidence
Ran 40+ moderated studies; shipped two pricing redesigns
Cross-functional leadership
95
Evidence
Led a squad of nine through a platform migration
Craft and visual quality
99
Evidence
Portfolio reviewed against the role rubric by the interview agent
Every score links to the line that earned it.
Control
Autonomy, with a handbrake.
Agentic does not mean unsupervised. You choose what runs on its own, what waits for a human, and you can read back every step either way.
Approval gates
Pick the moves that need a person — outreach, rejection, advancing a stage, an offer. Everything else runs; the rest waits for you.
A full audit trail
Every agent action, prompt and score is logged with its evidence and exportable — for your hiring managers, your board or a regulator.
Your data stays yours
EU data residency, encryption in transit and at rest, deletion on request, and never a candidate record used to train a model.
Questions
What hiring teams ask us first.
No. Agents gather evidence, score it against the scorecard you approved and prepare the work. Advancing a candidate, rejecting one and making an offer are decisions you keep — and you can require a human approval on any other step too.
Give your next role to an agent.
Run one role end to end, free. If the shortlist is not stronger than your last one, keep the scorecard and walk away.
Live in an afternoon · Cancel any time