Scheduling for recruiters running more than one requisition
Recruiting is the one use case where a single screening bar is obviously wrong. The floor on a senior backend requisition and the floor on a graduate one are different by design, and a scheduler with one form makes you choose.
So the questions attach to the event type, not to the account. One workspace, one calendar, one bill, and as many screens as you have open roles.
The second thing recruiting needs and most schedulers handle badly is the panel. Three interviewers on one loop should be one event that all three are genuinely invited to, not one interviewer's event with the others copied in, and certainly not three parallel events that desynchronise the moment somebody moves one.
What the form asks
- Years of professional experience
- 7
- Primary stack
- Go, Postgres, Kubernetes
- Notice period
- 30 days
The rule that runs first
years_experience < 4 → block
How the score is weighted
- Seniority×3.0
- Stack match×2.5
- Availability×1.5
Four years is the floor on this requisition. On the graduate requisition it's zero, because that's a different form on the same workspace.
Worth doing the sum
What a phone screen that should not have happened costs
Every input is on the page so you can put your own numbers in. Nothing here is a study, an average, or a claim about anybody's results.
- Screen length
- 25 minutes
- Notes and rejection afterwards
- 10 minutes
- Screens per week
- 20
- Share below the requisition's floor
- 1 in 4
Five screens a week at 35 minutes is just under three hours, every week, for candidates the form could have told you about. Over a quarter that is roughly a working week of one recruiter.
Substitute your own screen length and your own ratio; the one in four is a guess and yours is the number that matters. And the candidate loses more than you do either way. Thirty-five minutes and a rejection they could have had in ten seconds, with the reason attached, is the part worth fixing whatever the arithmetic says.
About twenty minutes
Setting it up, in order.
- 1
One event type per open requisition, each with its own form. The senior role asks about years and stack; the graduate role does not ask about years at all. A separate form per event type is included from the Team plan upwards; below that a workspace uses one form across every event type.
- 2
Set the floor per requisition rather than per account. A candidate blocked on one role can still book on another, which is the point of the split.
- 3
Nothing about a declined candidate is stored: not their name, their email or their answers. Only which rule said no and when, so you can see whether a floor is turning away people you wanted.
- 4
For panels, add every interviewer as a host on a collective event type. Availability is the intersection, so expect fewer slots and set the window wider.
- 5
The meeting brief goes to the panel before the call: the answers, the score and the reasoning, on one page nobody has to assemble.
Read next
Round-robin adds availability. Collective subtracts it.
Round-robin pools your hosts' free time while collective intersects it, which is why a three-host collective event type can show almost no slots at all.
Questions
What talent teams ask first.
Can two requisitions have different questions?
Yes, from the Team plan upwards, and this is the case the product was built around. Intake forms, qualification rules and scoring profiles all attach at the event-type level, so a senior role and a graduate role on the same workspace can ask completely different questions and enforce completely different floors. On Free and Pro a workspace shares one form across its event types, which is enough for a single open role and not enough for two.
What do rejected candidates see?
A page with the message you wrote for that rule. No availability, no slots, and no mention of the threshold they missed. Nothing about them is stored, which is the honest position for somebody who filled in a form and got a no.
Does a panel interview show any availability at all?
Fewer slots than you expect, and that is arithmetic rather than a fault. Three busy calendars intersected leaves very little, so a panel event type usually needs a wider booking window, a shorter meeting, or fewer required interviewers.
Do interviewers count towards the price?
Only as hosts, and hosts are included per plan: 3 on Pro, 10 on Team, 50 on Business. A hiring manager who sits on two panels a month is one host, not a seat you buy.
Same machinery
Different inputs, same product.
Setupp does not ship an opinion about what a good booking looks like. It ships the gate, the score and the invite, and you set the floor.
Stop taking calls you would have declined.
Connect a calendar, write the five questions you already ask on every call, and set the floor you already have in your head. About twenty minutes. Then never spend another Tuesday afternoon finding out about a mismatch.
One host free, forever. No card, no sales call to get a trial.
- 01Multi-recipient invitesfrom Pro
- 02Qualification before the calendarfrom Pro
- 03A score on every booking
- 04An embed that inherits your brandfrom Pro