How we test an HR tech product: the recruiter's checklist

Demos show the happy path. Recruiters live in the other paths. So we run every product as a recruiter would, with a real role, and score the same things every time. Here is the checklist.

1. First five minutes

Can a recruiter who has never seen the product create a role and understand what to do next, without a call with sales? We time it. Anything over ten minutes to the first useful action is a finding.

2. The core flow, end to end

Job post, sourcing or applications, screening, interview stages, feedback, offer. We move one real role through all of it. Where did we stop and look for a workaround? That is where your users will leave.

3. What the AI actually does

We ask the AI feature for the thing it promises, then check its answer against what an experienced recruiter would say. Three questions: is it right, can I see why, can I override it in one click. Recruiters trust a feature that passes all three.

4. Fit with the stack

Recruiters add new tools to the stack they already use. Does it import from the ATS they already use? Does it export where the hiring manager lives: email, Slack, a spreadsheet? If not, adoption depends on willpower.

5. Who buys and who blocks

The recruiter uses it, the head of talent approves it, finance signs it, IT and legal can block it. We write down what each of them needs to see on the pricing page and in the first email. Most products speak to one of the four.

6. Pricing through a buyer's eyes

Per seat, per hire, per month. We compare it to what the same team pays today and to the two closest alternatives, using public information only.

What you get from us

A written report in this order, with a priority on every finding: fix now, fix next, fine as it is. We disclose who paid for the review, and payment does not change the verdict.

If you want this checklist run on your product, send us a link and one question you want answered.