TinyATS

A real applicant tracker, without the enterprise ATS.

Applications flow in from your inbox, AI reads every resume, interviews land on calendars, and blind scorecards get chased automatically. Built for teams hiring a few people at a time.

Jobs are set up in minutes, not meetings. Define your hiring processes once — Phone screen, Technical interview, Onsite, Offer — and every new job copies its stage pipeline from the template you pick. Each job carries a description, a required-skills list drawn from a shared vocabulary, and a hiring team (hiring manager, recruiter, coordinator, interviewers) mapped to your workspace members.

Candidates arrive on their own. Point the intake at your recruiting mailbox and every application email is read by AI: name and contact details extracted, the resume stored, and the application matched against your open jobs. Confident matches become candidates automatically; anything uncertain waits in a triage queue for a one-click decision. From there, one click has the AI read the resume and cover letter — filling the profile, writing a recruiter summary, and showing exactly which required skills are evidenced and which are missing, with naming variants like 'Postgres' and 'PostgreSQL' resolved to one skill.

Interviews run themselves. Scheduling one creates the Google Calendar invite for the interviewer; afterwards, every interviewer files a yes/no verdict with notes. Feedback is blind — nobody sees anyone else's scorecard until they submit their own — and anyone who forgets gets exactly one reminder email, two hours after the interview ends, sent from your recruiter's own Gmail. Rejections and interview invitations go out from reusable templates the AI personalizes, always with a human confirming the final text.

• Jobs & processes

  Every job gets a real pipeline in one click

  Define your hiring processes once and reuse them: creating a job copies the template's ordered stages onto it as a snapshot, so refining a process never disturbs hiring already in flight. Candidates move stage by stage, days-in-stage stays visible, and hired or rejected outcomes are tracked separately so no pipeline needs fake terminal columns.

• Application intake

  From inbox to candidate without the typing

  Every 30 minutes the intake reads new mail in your recruiting mailbox. The AI extracts the applicant's details, stores the resume, and matches the application against your open jobs — only confident matches convert on their own; the rest wait in a triage queue. One more click and the resume is scanned: profile filled, recruiter summary written, and the job's required skills checked off against what the documents actually show.

• Blind scorecards

  Honest feedback, filed on time

  Every interviewer files a yes/no verdict with notes. Until you submit yours, everyone else's feedback on that candidate stays hidden from you — so the second opinion is a real second opinion. Two hours after an interview ends with no scorecard, the interviewer gets exactly one reminder email from your recruiter's Gmail with a direct link to the form.

• Runs your way

  Change the process by saying so

  The whole ATS is a Luo workspace, so nothing about it is fixed. Add a take-home stage to a process, warm up the rejection template, or ask who still owes feedback — the assistant makes the change or gets the answer, and future jobs pick up the new process automatically.

1. 1

   Ingest

   application emails parsed, matched to open jobs, or queued for triage.

2. 2

   Scan

   AI reads each resume — profile filled, skills matched against the job.

3. 3

   Interview

   calendar invites on scheduling, blind yes/no scorecards after.

4. 4

   Chase

   overdue scorecards reminded once, decisions emailed from templates.

• Founder making the first ten hires“Applications are in my inbox, notes are in a doc, and interviews are in three calendars.”
• Hiring manager running a loop“I spend more time chasing interviewers for feedback than reading it.”
• Ops lead asked to “set up an ATS”“Every ATS demo assumes we hire fifty people a quarter, when we hire five.”

1. 1

   Connect Google

   Gmail for intake and sending, Calendar for invites — two clicks each, scoped access only.

2. 2

   Shape your process

   Define stage templates, open your first job, add the hiring team. The assistant walks you through it.

3. 3

   Turn on intake

   Point it at your recruiting mailbox and applications start becoming candidates on their own.

• Ready on day one. Start from the template and connect your tools — nothing to install, no developer involved.
• Change it in chat. Add a field, rename a stage, wire up an alert: say it and the assistant reshapes the workspace.
• Part of your Company OS. It lives beside your knowledge base and every other tool you build on Luo.