Employer Guide
Everything you need to know about hiring on Hiro. From posting your first job to managing a team of recruiters, this guide has you covered.
Getting Started
Sign up and choose a plan
Create an employer account at /employers/signup. Pick Single Post for one-off hires, Starter for ongoing recruiting with up to 3 active posts, or Growth for teams with unlimited posts, discovery mode, and team collaboration. You can change plans anytime.
Post your first job
From your dashboard, click Post New Job. Fill in the title, description, location, salary range, must-have skills, and nice-to-haves. The more specific you are, the better Hiro can match candidates. Your listing goes live immediately.
Connect your company profile
Add your company website, logo, and a short description so candidates see a branded experience. This also feeds into our company pages, which candidates browse when researching employers.
Posting Jobs
Candidate spec explained
When you post a job, you are really writing a candidate spec. Hiro uses this spec to score every applicant. Think of it as the criteria you would use to filter LinkedIn candidates, but written once and applied automatically.
Must-have vs nice-to-have
Must-haves are dealbreakers. If a candidate does not have them, they get filtered out. Use must-haves sparingly, maybe 3 to 5 items, to avoid cutting out strong candidates. Nice-to-haves boost a candidate's score but do not disqualify. List as many as you want.
Write salary ranges
Listings with clear salary ranges get 3x more qualified applications. Even a wide range is better than nothing. Hiro will automatically flag listings that omit salary and suggest adding one.
Remote, hybrid, or onsite
Be specific about work location. If it is hybrid, say how many days in office. If remote, say which time zones or countries. Candidates filter hard on this, so vague listings get fewer applies.
Reviewing Candidates
The swipe interface
Open any job post from your dashboard and click Review Candidates. You will see a deck of cards, one per applicant, showing their fit score, skills, experience, a summary of their profile, and any cover letter. Swipe right to advance, left to pass, or up to save for later.
Fit scoring explained
Every candidate gets a 0 to 100 fit score for your specific role. We weigh skill overlap with your must-haves and nice-to-haves, years of experience relative to the seniority you specified, location compatibility, salary alignment, and visa status. Scores above 80 are strong matches.
Keyboard shortcuts
Power users can drive the swipe interface entirely from the keyboard. Right arrow to advance, left to pass, up to save, down to open full profile. Space bar opens the candidate's resume PDF.
Hiring Rounds
Round-based narrowing
Hiring rounds let you structure the review process. Set a target count for each round (say 50 to 20 to 8 to 3) and Hiro tracks who has advanced. Round one might be an initial screen, round two a deeper review, round three an interview slate.
Setting up rounds
On any job post, click Rounds in the top bar to open the setup modal. Create as many rounds as you need, name them (Screening, Technical, Onsite), and set a target count for each. Candidates only appear in the next round if you swiped right in the current one.
Moving candidates between rounds
Right swipes advance a candidate to the next round automatically. You can also manually move a candidate from their profile page. Rejected candidates can be revived if you change your mind.
Discovery Mode (Growth only)
Browse passive candidates
Discovery mode lets you search candidates who have not applied to any of your jobs yet. Filter by skills, experience, location, salary expectations, and availability. You see a blurred preview with skills, experience, and headline, but not name or contact info.
Send an interest signal
When you find a candidate you like, send them an interest signal. They see a gold badge on your job post the next time they open Hiro. If they accept, you get their contact info and they become a regular applicant in your pipeline.
Signal etiquette
Candidates can decline signals, and repeated declines will lower your signal score. Be specific about why you are interested and which role you think they fit. Do not spam. Quality beats quantity.
Interview Scheduling
Built-in scheduler
From any candidate's profile, click Schedule Interview. Pick a date, time, interview type (phone, video, onsite), and duration. The candidate gets an email with the details and a calendar invite.
Email notifications
Both sides get automated reminders 24 hours and 1 hour before the interview. If you need to reschedule, click the interview on your dashboard and pick a new time. The candidate is notified automatically.
Video links
For video interviews, paste your Zoom, Google Meet, or other video link when scheduling and it is included in the invite. Hiro does not host video calls directly.
Candidate Comparison
Side-by-side analysis
Want to compare finalists? On the applicants list, check the box next to 2 to 4 candidates and click Compare Selected. You get a side-by-side view of their skills, experience, fit scores, and any notes your team has left.
Score breakdowns
The comparison view breaks down each candidate's fit score by category (skills, experience, location, salary) so you can see where they are strong and where they have gaps. Useful for justifying hiring decisions.
Pipeline Analytics
Metrics dashboard
The /employers/analytics page shows your funnel across all jobs: views, applications, interviews, offers, hires. You can see response times, top sources of applicants, and where candidates drop off.
Per-post analytics
Click any job post to see its individual metrics: views over time, apply rate, top skills of applicants, average fit score. Growth plan includes daily-level granularity.
Hiring velocity
Track how fast your team is moving candidates through the funnel. The velocity chart flags stages where candidates are stuck and suggests where to focus review time.
Team Collaboration (Growth only)
Invite team members
From /employers/team you can invite recruiters, hiring managers, and interviewers. Each gets their own sign-in and their actions are tracked per user. Unlimited seats on the Growth plan.
Roles and permissions
Assign each member a role: Admin (full access), Recruiter (post jobs, review candidates), or Viewer (read-only). You can change roles anytime.
Comments and votes
Leave comments on any candidate's profile so your team can discuss async. Vote thumbs up or down to signal your recommendation. The candidate sees nothing, it is all internal.
Email Templates
Prewritten templates
Hiro ships with templates for the most common candidate emails: rejection, advancement to next round, interview invite, offer letter. You can customize each template with your own voice and save it for reuse.
Bulk actions
Send a rejection to everyone who did not make the cut in one click. Hiro personalizes each email with the candidate's name and the role they applied to. No awkward bulk blasts.
Follow-up reminders
Set a follow-up reminder on any candidate (for example, 'check in after 3 days') and Hiro will nudge you when it is time. Helps you keep the pipeline moving without dropping the ball.
Still have questions
Check the employer FAQ
Our employer FAQ covers plans, billing, candidate matching, and more. Reach out to support if you still cannot find what you need.
Have more questions?
Our employer FAQ has answers to common questions about plans, billing, and hiring workflows.