10 Best Recruitment Automation Software Platforms (2026)

The best recruitment automation software in 2026 is Pin, which automates sourcing, outreach, and scheduling across 850M+ candidate profiles - delivering a 48% outreach response rate with plans starting at $100/mo and a free tier. But the right platform for your team depends on which workflow stages drain the most time, and 9 other tools on this list handle specific slices well.

Recruiters lose roughly 30 hours per week to tasks that software can handle. According to SHRM's 2025 Talent Trends report, 80% of recruiter time goes to administrative work - sourcing, follow-ups, scheduling, and data entry. That's four days out of every five spent on tasks a machine could do faster and more consistently. The average cost-per-hire has climbed to $5,475 per SHRM's 2025 benchmarking data, and much of that spend traces back to manual inefficiency.

This guide ranks 10 recruitment automation platforms by what matters most: how many hours they actually save, which parts of your workflow they automate, and what you'll pay. Every tool was evaluated on real-world time savings - not feature checklists.

TL;DR: Pin leads this list by automating sourcing, outreach, and scheduling end-to-end across 850M+ profiles, saving recruiting teams 20+ hours per week. Pricing starts at $100/mo with a free tier. Workable and SmartRecruiters cover ATS-level automation. Paradox and Humanly specialize in conversational screening. Full pricing table and time-savings breakdown below.

How Many Hours Does Recruitment Automation Actually Save?

The average recruiter can reclaim 20-26 hours per week by automating the five most time-intensive workflow stages. LinkedIn's Future of Recruiting 2025 report found that organizations using generative AI save 20% of their work week, and SHRM's 2025 benchmarking data shows 80% of recruiter time goes to administrative tasks. That's not a theoretical number - it's what teams report after deploying end-to-end automation platforms that handle sourcing, outreach, screening, scheduling, and reporting without manual intervention.

Here's where those hours come from, broken down by task:

Candidate sourcing is the single biggest time sink - recruiters spend an average of 8+ hours per week manually searching LinkedIn, job boards, and internal databases. Tools that automate sourcing across large candidate databases eliminate most of that. Outreach and follow-ups eat another 6 hours, especially when recruiters manage multi-channel sequences manually across email, LinkedIn, and SMS.

Interview scheduling accounts for roughly 5 hours per week of back-and-forth calendar coordination, per SHRM's recruiting benchmarks (screening and interviewing phases each average 8-9 days per hire). Resume screening and reporting round out the picture. Add it up and you're looking at 26 recoverable hours - more than half a workweek. Not every tool on this list automates all five stages, so the breakdown below flags exactly which hours each platform saves.

Companies already using automation see measurable results. According to LinkedIn's Future of Recruiting 2025 report, organizations using generative AI save an average of 20% of their work week - equivalent to a full workday reclaimed weekly. And 37% of organizations are now actively integrating AI into their hiring workflows, up from 27% a year prior. Pin users report filling positions in approximately 2 weeks - compared to the 44-day industry average. That's not marginal improvement; it's a different operating model.

The ROI compounds quickly. If a recruiter costs $75K/yr fully loaded, 20 reclaimed hours per week is worth roughly $37,500 in recovered productivity annually. Even a $1,200/yr automation subscription pays for itself within the first month. According to SHRM's 2026 State of AI in HR report, 27% of organizations now use AI specifically in recruiting - the highest adoption rate of any HR function - and 87% of those report improved efficiency. The question isn't whether to automate - it's which stages to automate first and which platform handles them best.

For a broader look at what separates automation from AI-driven recruiting, see our comparison of recruitment automation vs AI recruiting.

5 Full-Platform Recruiting Automation Tools

These platforms automate multiple stages of the recruiting workflow - sourcing, outreach, scheduling, and pipeline management - in a single product. Full-platform tools deliver the largest time savings because they eliminate handoffs between disconnected point solutions. For a broader view of recruiting platforms beyond automation, see our best recruiting software roundup.

1. Pin - End-to-End AI Recruiting Automation

Best for: Teams that need sourcing, outreach, and scheduling automated in one workflow.

Time savings: 20-26 hours/week across sourcing, outreach, and scheduling combined.

Pin automates the full top-of-funnel recruiting process from candidate discovery through interview scheduling. Its AI scans 850M+ candidate profiles - one of the largest databases in the industry, with 100% coverage in North America and Europe - to surface candidates that match role requirements with recruiter-level precision. That sourcing automation alone replaces 8+ hours of manual searching per week.

Where Pin stands out is workflow continuity. Once candidates are identified, automated multi-channel outreach sequences (email, LinkedIn, SMS) engage them without manual intervention, delivering a 48% response rate - significantly above industry averages. Roughly 70% of candidates Pin recommends are accepted into hiring pipelines. The built-in interview scheduler handles calendar coordination, time zones, and reminders automatically, cutting another 5 hours of admin.

"I jumped into Pin solo toward the end of 2025 and closed out the year with over $1M in billings during just the final 4 months - no team, no agency. The sourcing data is incredible, scanning 850M+ profiles with recruiter-level precision to uncover perfect-fit candidates I'd never find otherwise." - Nick Poloni, President at Cascadia Search Group

Pin is SOC 2 Type 2 certified with bias elimination safeguards built in - no names, gender, or protected characteristics are fed to the AI. Analytics track funnel efficiency, quality of hires, and diversity metrics in real time. The agency multi-client feature lets staffing firms manage multiple clients from one account.

Pricing: Free tier (no credit card required), Starter $100/mo, Professional $149/mo, Business $249/mo. Month-to-month billing is available, with discounts on annual contracts.

Hours automated: Sourcing (8 hrs), outreach (6 hrs), scheduling (5 hrs), reporting (3 hrs).

2. Workable - ATS With Built-In Automation

Good for: Mid-size teams that want an ATS with automation features baked in, not bolted on.

Time savings: 10-14 hours/week (screening, scheduling, job distribution).

Workable bundles applicant tracking with automation for job posting distribution, candidate screening, and interview scheduling. Its AI screening feature ranks incoming applications by fit, saving roughly 4 hours per week on resume review. Automated interview scheduling handles calendar syncing and reminders.

The platform distributes job postings to 200+ boards automatically, which saves time versus posting manually to each site. Workable also offers automated rejection emails, stage-movement triggers, and pre-built workflow templates. Its reporting dashboard tracks pipeline metrics, time-to-hire, and source effectiveness without manual data pulls.

Where it falls short: outreach is limited to email only (no LinkedIn or SMS automation), and sourcing pulls from a pre-built candidate pool rather than scanning a massive live database. You won't replace dedicated sourcing tools with Workable's AI features. Adding video interviews ($99/mo) and SMS texting ($79/mo) pushes the real monthly cost 59% above the advertised base - factor in add-ons when comparing pricing.

Pricing: Starter $149/mo, Standard $299/mo, Premier $599/mo. Pay-per-job option at $99/job/mo. No free tier - 15-day trial available.

Hours automated: Screening (4 hrs), scheduling (3 hrs), job distribution (2 hrs), admin tasks (2 hrs).

3. SmartRecruiters - Enterprise Workflow Automation

Good for: Large organizations that need configurable hiring workflows with approval chains and compliance controls.

Time savings: 12-16 hours/week (workflow orchestration, approvals, scheduling).

SmartRecruiters targets enterprise teams with complex hiring processes. SAP acquired SmartRecruiters in September 2025, which signals deeper enterprise integration but also brings SAP-style pricing mechanics. Its automation engine handles requisition approvals, candidate stage transitions, interview panel coordination, and offer workflows. For organizations hiring 500+ people per year, these orchestration features eliminate hours of email chains and manual status updates. The platform's "SmartAssistant" AI scores applicants against job requirements automatically, reducing time-to-screen by roughly 50%.

SmartRecruiters Marketplace connects to more than 600 pre-built integrations, making it one of the most extensible enterprise platforms available. Configurable scorecards standardize candidate evaluation across hiring teams, and automated dispositioning keeps your pipeline clean without manual archiving. The trade-off: the Essential plan starts at $14,995/yr, implementation timelines run 2-4 months, and smaller teams may find the platform over-built for their needs. The learning curve is steep - expect 2-3 weeks of admin training before the automation runs smoothly.

Pricing: Essential $14,995/yr. Professional, High Volume, and Complete tiers require custom quotes. No free tier.

Hours automated: Workflow management (5 hrs), approvals (3 hrs), scheduling (3 hrs), reporting (2 hrs).

4. Manatal - Low-Cost ATS Automation

Good for: Small teams and agencies that need basic hiring automation without enterprise pricing.

Time savings: 8-12 hours/week (candidate management, social media enrichment, basic screening).

Manatal offers AI-powered candidate scoring, automated social media profile enrichment, and pipeline management at one of the lowest price points in the market. Its recommendation engine matches candidates to roles based on skills, experience, and job requirements. The platform also auto-enriches candidate profiles by pulling data from LinkedIn and other social platforms.

Collaboration features - shared notes, activity tracking, and automated notifications - save teams time on internal communication. Manatal also offers a Kanban-style pipeline view that makes candidate progression visual and intuitive, plus a client portal for agencies to share shortlists with hiring managers.

Where Manatal struggles: outreach automation is limited to email templates (no multi-channel sequences), sourcing only covers its internal database, and analytics are basic compared to platforms built for data-driven teams. The AI recommendations improve over time but start generic - expect 2-3 weeks of use before the scoring model calibrates to your preferences.

Pricing: Professional $15/user/mo, Enterprise $35/user/mo, Enterprise Plus $55/user/mo. 14-day free trial.

Hours automated: Candidate management (4 hrs), profile enrichment (2 hrs), screening (2 hrs), admin (1 hr).

5. Arya by Leoforce - AI-Driven Candidate Discovery

Good for: Teams that want to automate sourcing specifically, with AI that ranks candidates by likelihood to engage.

Time savings: 10-14 hours/week (sourcing, candidate scoring, outreach).

Arya uses machine learning to source candidates from 50+ channels - job boards, social networks, and internal databases - and rank them by predicted engagement likelihood. Its "Talent Intelligence" engine analyzes historical hiring data to refine sourcing accuracy over time. The platform includes automated outreach sequences and interview scheduling, plus diversity filters that help teams build balanced pipelines.

Arya's predictive scoring model is its strongest differentiator. Instead of simple keyword matching, it factors in career trajectory, skills progression, and company pedigree to estimate how likely a candidate is to respond and succeed in the role. The model improves with each hire, learning from your team's preferences and outcomes.

However, the candidate database is smaller than full-platform competitors, outreach customization is limited compared to dedicated outreach tools, and the platform lacks a free tier or transparent pricing. Integration with existing ATS systems is required since Arya doesn't replace your applicant tracking system. Response time from sales can also be slow for smaller teams.

Pricing: Custom pricing based on usage and team size. No free tier.

Hours automated: Sourcing (6 hrs), candidate scoring (3 hrs), outreach (2 hrs), scheduling (1 hr).

Pin's automated outreach hits a 48% response rate across email, LinkedIn, and SMS - see how it works.

How The Next Wave Of Hiring Innovation Is Changing The Job Market

5 Specialized Recruiting Automation Platforms

These tools automate a specific slice of the hiring workflow exceptionally well. They're typically deployed alongside an ATS or full-platform tool to handle one high-value task - screening, scheduling, or candidate engagement - with deeper capability than all-in-one platforms offer for that specific function.

6. Paradox (Olivia) - Conversational AI for Screening

Good for: High-volume employers that need to screen and schedule hundreds of candidates per day through chat.

Time savings: 12-18 hours/week (screening, scheduling, candidate communication).

Paradox's AI assistant Olivia handles candidate screening, FAQ answering, interview scheduling, and onboarding tasks through conversational interfaces - text, web chat, and WhatsApp. For high-volume roles (retail, hospitality, healthcare), Olivia can screen 500+ candidates per day without human involvement. The platform integrates with most major ATS systems.

Paradox works best for roles with structured qualification criteria where yes/no screening questions determine fit. McDonald's, for example, uses Olivia to process millions of hourly applicants annually. Complex roles that require nuanced evaluation (senior engineering, executive search) don't benefit much from chat-based screening. Pricing is enterprise-level, so it's hard to justify for teams hiring fewer than 50 people per month. There's also no sourcing capability - Paradox only engages candidates who've already found you.

Pricing: Custom enterprise pricing (reportedly $25K-$100K+/yr). No free tier or self-serve option.

Hours automated: Screening (8 hrs), scheduling (4 hrs), candidate FAQs (3 hrs).

7. Phenom - Talent Experience Automation

Good for: Enterprise organizations that want to automate the full candidate experience from career site through onboarding.

Time savings: 10-15 hours/week (career site personalization, chatbot screening, CRM nurturing).

Phenom's Intelligent Talent Experience platform automates career site personalization, AI-driven job matching, chatbot screening, CRM-based candidate nurturing, and employee referral workflows. Its "Talent CRM" module drip-campaigns passive candidates automatically based on engagement signals.

The platform is built for organizations with 1,000+ employees and complex talent ecosystems. Implementation typically takes 3-6 months, pricing runs well into six figures annually, and the sheer breadth of features means most teams only use 30-40% of what they're paying for. Smaller organizations or those hiring primarily through outbound sourcing will find it bloated.

Pricing: Custom enterprise pricing starting at $100K/yr minimum. No free tier.

Hours automated: Career site management (3 hrs), chatbot screening (3 hrs), CRM nurturing (2 hrs), referrals (2 hrs).

8. Beamery - Talent CRM With Automation

Good for: Enterprise talent acquisition teams that need CRM-style pipeline automation with compliance controls.

Time savings: 8-12 hours/week (pipeline management, nurture campaigns, compliance reporting).

Beamery combines talent CRM, candidate relationship management, and workforce planning into a single enterprise platform. Its automation engine handles email nurture sequences, talent pool segmentation, and compliance documentation (useful for OFCCP and GDPR requirements). The AI component identifies candidates in your existing CRM who match new requisitions.

Beamery requires significant setup and configuration - expect a 4-8 week implementation. It's designed as a complement to your ATS, not a replacement, which means another tool in the stack. Pricing is enterprise-only with annual contracts, making it inaccessible for teams with fewer than 200 employees.

Pricing: Custom enterprise pricing averaging ~$220K/yr. No free tier.

Hours automated: Pipeline management (3 hrs), nurture campaigns (3 hrs), compliance (2 hrs).

9. TurboHire - AI Screening and Assessment Automation

Good for: Mid-market teams that want to automate resume screening and candidate assessments.

Time savings: 8-10 hours/week (resume screening, assessment delivery, candidate ranking).

TurboHire automates the screening layer of recruiting - parsing resumes, scoring candidates against job requirements, and delivering structured assessments. Its AI ranks applicants by fit using 200+ data points extracted from resumes and assessment responses. The platform also includes chatbot-based pre-screening and automated interview scheduling.

Where TurboHire fits: teams drowning in inbound applications who need to surface qualified candidates faster. Its structured assessments can replace expensive pre-hire testing tools, consolidating two costs into one. Where it doesn't: companies that need outbound sourcing automation or multi-channel outreach. TurboHire processes who applies to you, not who you should be reaching out to. Think of it as the screening layer, not the sourcing layer.

Pricing: Starts around $50/user/mo for mid-market teams. Enterprise pricing available. Free demo offered.

Hours automated: Resume screening (4 hrs), assessments (2 hrs), candidate ranking (1 hr), scheduling (1 hr).

10. Humanly - Conversational Screening for SMBs

Good for: Small to mid-size teams that want chat-based screening without Paradox-level pricing.

Time savings: 6-10 hours/week (screening, scheduling, candidate engagement).

Humanly offers AI-powered conversational screening, automated scheduling, and interview intelligence at a more accessible price point than enterprise competitors like Paradox. Its chatbot screens candidates through natural-language conversations, captures structured data, and hands off qualified applicants to recruiters with screening summaries.

The platform also includes interview note-taking and analytics features that generate post-interview summaries automatically - saving recruiters the 15-20 minutes they'd normally spend writing up notes after each call. Humanly integrates with major ATS systems including Greenhouse, Lever, and Workday.

The limitation: it doesn't handle sourcing or outreach, so you'll need a separate tool to fill the top of funnel. For teams that already have strong inbound application volume, Humanly automates the screening bottleneck well. Teams with thin pipelines should prioritize sourcing automation first - you can't screen candidates you haven't attracted.

Pricing: Tiered pricing starting around $500/mo for SMB plans. Enterprise pricing available. No free tier.

Hours automated: Screening (4 hrs), scheduling (2 hrs), interview notes (1 hr).

How Does Recruitment Automation Pricing Compare?

Pricing varies wildly across these 10 platforms - from $15/user/month to six-figure annual contracts. The table below consolidates what you'll actually pay. In general, specialized tools cost less but automate fewer workflow stages. Full-platform tools cost more upfront but replace multiple point solutions. For detailed pricing breakdowns of individual platforms, see our recruitment automation tools comparison.

The pricing gap is stark. Pin offers the only free tier on this list with no credit card required, and its paid plans start at $100/mo - a fraction of what enterprise platforms like Phenom ($100K+/yr) and Beamery (~$220K/yr) charge. For most recruiting teams, the question isn't whether automation pays for itself (it does within 1-2 months at these time savings), but whether they're paying enterprise prices for features they won't use.

Watch out for hidden costs. "Custom pricing" almost always means five-figure annual commitments with multi-year lock-ins. Workable's add-on modules (video interviews, SMS) can push your monthly bill 59% above the base price. Enterprise platforms like SmartRecruiters and Phenom may require dedicated implementation consultants that add another 10-20% to first-year costs. Always ask for the total cost of ownership, not just the license fee.

Per-user pricing (Manatal at $15/user/mo, TurboHire at ~$50/user/mo) can scale faster than you expect. A team of 10 recruiters on Manatal's Enterprise plan would pay $350/mo - reasonable. That same team on TurboHire would pay $500/mo. Pin's flat-rate pricing ($100-$249/mo regardless of team size) becomes increasingly cost-effective as your team grows.

How to Choose the Right Recruiting Automation Platform

Picking the wrong recruiting automation platform wastes both money and migration time. According to SHRM's 2026 State of AI in HR report, 60% of extra-large organizations (5,000+ employees) have implemented AI in HR, compared to just 33% of small organizations - which means the right tool varies dramatically by company size and hiring volume. The decision depends on three factors: where your team loses the most hours, how many people you're hiring per month, and what's already in your tech stack.

If sourcing is your bottleneck - your team spends 8+ hours per week manually searching for candidates - prioritize platforms with large candidate databases and AI-powered discovery. Pin's 850M+ profile database and automated multi-channel outreach cover this gap. Arya by Leoforce also focuses on sourcing but with a smaller database.

If screening volume is the problem - you're processing hundreds of applications per role and can't review them fast enough - conversational AI platforms like Paradox or Humanly screen candidates through chat 24/7. TurboHire handles resume scoring and assessment automation. These tools work best for high-volume, structured roles.

If you need a new ATS with automation built in - Workable and SmartRecruiters bundle applicant tracking with workflow automation. This avoids integration headaches but means you're replacing your existing ATS entirely.

If you're an enterprise with complex workflows - Phenom and Beamery offer deep configurability for organizations with multi-region hiring, compliance requirements, and candidate nurturing at scale. Budget at least $50K/yr and 3-6 months for implementation.

If you're a recruiting agency - multi-client support matters. Pin and Manatal both offer agency-friendly features that let you manage multiple client accounts from a single dashboard. Most enterprise tools either don't support agency workflows or charge extra for them.

What About Integration With Your Existing Stack?

No automation platform works in isolation. Before committing, check whether the tool integrates with your current ATS, HRIS, and calendar systems. SmartRecruiters leads on integrations with 600+ marketplace connectors. Workable and Manatal support most popular ATS systems. Specialized tools like Paradox, Humanly, and TurboHire are designed to sit alongside your ATS, not replace it - so integration quality is non-negotiable.

Pin integrates with major calendar systems for scheduling and supports data export to your existing tools. Its Chrome extension adds sourcing capability to any browser-based workflow. If you're building a full tech stack from scratch, our guide on how to automate your hiring process walks through the step-by-step approach.

Implementation Timeline Expectations

Time-to-value varies dramatically across these platforms. Self-serve tools like Pin and Manatal can be set up in a single afternoon - create an account, configure your first job search, and start receiving candidates the same day. Workable typically takes 1-2 weeks for full ATS migration. Mid-market tools like TurboHire and Humanly require 2-4 weeks for onboarding and configuration.

Enterprise platforms are a different story. SmartRecruiters implementations run 2-4 months. Phenom and Beamery often take 3-6 months from contract signing to full deployment - and that's with dedicated implementation managers. Factor in the implementation timeline when calculating ROI. A tool that saves 20 hours per week but takes 4 months to deploy has a very different payback period than one you can start using today.

What Do These 10 Platforms Actually Automate?

Feature checklists can be misleading - a tool that claims "AI sourcing" might mean it searches a database of 500K profiles while another scans 850M+. The comparison table below shows which specific workflow stages each platform automates, with qualifiers for partial coverage. Look for ✅ (full automation), ⚠️ (partial or limited), and ❌ (not available).

AI and the Future of the Workforce

Common Mistakes When Buying Recruiting Automation

After evaluating dozens of automation platforms, certain buyer mistakes repeat consistently. Avoid these three:

Buying for features you don't need yet. Enterprise platforms like Phenom and Beamery offer workforce planning, internal mobility, and predictive analytics. If you're a 50-person company hiring 5 people per quarter, you're paying for modules that won't generate ROI for years. Start with the workflow stages that consume the most hours today - usually sourcing and outreach - and expand later.

Ignoring time-to-value. A platform that takes 4 months to implement delays your ROI by 4 months. At 20 hours saved per week, that's 320 hours of manual work your team does while waiting for the tool to go live. Self-serve platforms like Pin or Manatal deliver value on day one. Factor in implementation time when comparing platforms, not just annual license costs.

Underestimating the integration tax. Specialized tools (Paradox for screening, Humanly for chat) require clean integrations with your ATS. Every integration adds a maintenance burden - API changes break workflows, data sync issues create duplicate records, and your ops team becomes the glue holding it together. Consolidating on fewer platforms reduces this tax significantly.

Frequently Asked Questions

What is recruitment automation software?

Recruitment automation software handles repetitive hiring tasks - sourcing candidates, sending outreach messages, screening resumes, scheduling interviews, and updating candidate records - without manual input. According to SHRM's 2025 data, teams using automation fill 64% more roles per recruiter than teams doing everything manually. The best platforms automate multiple stages end-to-end rather than just one task.

How much does recruitment automation software cost?

Pricing ranges from $15/user/month (Manatal) to $250K+/year for enterprise platforms like Phenom. Pin offers the most accessible entry point with a free tier and paid plans from $100/mo. Most mid-market tools run $100-$600/mo, while enterprise platforms with custom pricing typically require $25K-$100K+/yr commitments with annual contracts.

Can recruitment automation software replace recruiters?

No. Automation handles administrative tasks - the 80% of recruiter time that SHRM found goes to non-strategic work. Evaluating cultural fit, selling candidates on roles, negotiating offers, and building relationships with hiring managers still require human judgment. Automation gives recruiters more time for those high-value activities instead of scheduling emails and data entry.

What's the difference between an ATS and recruitment automation software?

An ATS (applicant tracking system) organizes candidate data and tracks where people are in your pipeline - it's a system of record. Recruiting automation software actively does work - sourcing candidates, sending outreach, screening applications, and scheduling interviews without manual steps. Think of it this way: an ATS tells you where candidates are, while automation moves them through the funnel. Some platforms like Workable bundle both. For a detailed breakdown of outreach automation specifically, see our guide on automated candidate outreach.

Which recruitment automation platform saves the most time?

End-to-end platforms save the most time because they automate multiple workflow stages. Pin automates sourcing, outreach, and scheduling across 850M+ profiles, saving teams 20+ hours per week. Specialized tools like Paradox or TurboHire typically save 8-12 hours by automating only screening or scheduling. The more workflow stages a platform covers, the more hours it eliminates.

Key Takeaways

• Recruiters lose 26+ hours per week to tasks that automation handles - sourcing (8 hrs), outreach (6 hrs), scheduling (5 hrs), screening (4 hrs), and reporting (3 hrs).
• Pin covers the most workflow stages at the lowest published price point ($100/mo with a free tier) - automating sourcing across 850M+ profiles, multi-channel outreach, and scheduling.
• Enterprise platforms like Phenom and Beamery cost 50-100x more than Pin but serve organizations with complex multi-region hiring and compliance requirements.
• Specialized tools (Paradox, Humanly, TurboHire) excel at one slice of the workflow - pair them with a sourcing tool or ATS to cover the full funnel.
• The ROI math is simple: at $5,475 average cost-per-hire and 20+ hours saved weekly, most platforms pay for themselves within 1-2 months.

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Related Reading

• Best Recruiting Software in 2026: 10 Platforms Compared
• Recruitment Automation Tools: 12 Platforms Compared
• How to Automate Your Hiring Process in 6 Steps