//Recruiting overview
What //Recruiting does and how the pieces fit together.
The operational problem
Most operators keep hiring the same role without knowing what makes someone worth keeping. Constant backfill. Candidates who don't perform. A hiring process that never gets smarter, no matter how many cycles you run it through. Fleet managers post jobs between routes. Site managers screen between shifts. The work fragments and the model resets every time.
How Array HQ solves it
//Recruiting identifies higher-output talent by building a top performer profile from your actual post-hire performance data, then evaluating every candidate against that profile — not a generic job description. The hiring model gets sharper with every cycle instead of starting from zero. Recruiters spend their time on final conversations, not sourcing and screening.
How it works
//Recruiting runs across four stages that compose into one motion:
- Jobs — Define what you're hiring for and where. Each job carries the top performer profile for that role at that location.
- Advertising — Job postings run across the channels that have worked for similar roles. Spend follows what's converting.
- Candidates — Sourced 24/7, including off the job boards. Ranked against the profile.
- Screening — Every applicant is evaluated against the profile before a recruiter sees them.
The hiring data feeds into //Ops — so when a hire performs (or doesn't), the profile updates and the next cycle gets sharper.
What you'll be able to do
- Hire against a specific picture of "productive at your operation" instead of a wishlist of qualifications.
- Keep a pipeline open without manual posting between shifts.
- See which sources convert into hires that stay and perform — and shift spend accordingly.
- Hand recruiters a short list of evaluated candidates instead of a long list of applicants.