RaftWorks
A four-step job wizard
Objectives, quarterly goals, competencies and compensation bands captured once per role, so the evaluation rubric is grounded in the work rather than the title.
See it in Project ATSA custom applicant tracking system that scores everyone the same way.
We build custom applicant tracking systems for growing teams: define each role once, let AI draft the interview questions per competency, and score every candidate against the same rubric so ranking is a column, not a debate. It replaces hiring run on Google Sheets, scattered interview docs and scorecards lost in Slack.
Free call · Fixed-scope quote within 48h
Build sheetApplicant tracking system
- Replaces
- A hiring pipeline in Google Sheets, separate docs for every interview and scorecards that disappear into a Slack channel.
- Who uses it
- Recruiters, hiring managers and interviewers, with an admin view for the talent lead.
- Timeline
- 3 to 5 weeks to an ATS your team runs without you.
- Stack
- PostgresOpenAIAWS S3SendGrid
- Access
- Role-based access for recruiters, hiring managers and admins.
- Shipped
- Project ATS
- Price
- Fixed scope, fixed price, quoted within 48 hours of the scoping call.
What it does.
Each feature below is running in production in the case study it links to.
AI-drafted interview questions
Recruiters answer short prompts per competency (skills, experience, problem solving, culture fit) and the model generates the question set in seconds, to approve or regenerate.
Scorecards that gate each round
A round cannot be marked complete until its scorecard is filled, so candidates never reach the offer stage with half a rubric.
Ranking and scheduling built in
Candidates rank by total score on the same rubric, diverging interviewer scores are flagged, and interviews are scheduled with reminder emails without leaving the tool.
Shipped in this lane, live with users.
The build this page is based on, documented end to end. Browse all case studies.
Same bar for everyone
Hiring breaks when every interviewer writes their own questions.
When each hiring manager invents their own questions, two candidates for similar roles are judged against entirely different bars, and “who is strongest?” becomes unanswerable once more than two people have opinions.
Keep reading
Generating one question set per role and scoring every candidate against it makes comparison a side effect of the data. In Project ATS the AI drafts the questions; people approve them and do the scoring.
Visibility
Bottlenecks should be visible before they cost you a candidate.
An admin dashboard shows open roles, applications per role, time in each stage and interviewer load, so a role stuck in one stage for weeks, or an interviewer with eight loops, is obvious early.
Five steps, no month-three surprise.
Fixed scope, a demo every Friday, and a first clickable version around day 7. The full process is on the home page.
- Day 0 Scoping call Thirty minutes to map the product and pick the stack. Fixed quote within 48 hours.
- Week 1 Wireframes to a clickable version Screens, flows and the data model. On day 7 you click, not read.
- Weeks 2 to 3 Core flows, demoed every Friday Built and integrated in the open. You test on the real build.
- Week 4 QA, deploy, handoff Deployed to production with handoff docs and a recorded walkthrough.
- Ongoing Sprints as usage teaches you A retainer or feature sprints, monitored, async over Slack and Loom.
Applicant tracking system: a fixed-scope build
For small and mid-sized businesses replacing email threads and shared spreadsheets with a tool built around how they work.
3 to 5 wks- Scoping call, written scope and a fixed price within 48 hours
- Clickable version around day 7, then a demo every Friday
- Roles and permissions for every type of user
- Integrations with the tools you already run
- Deployed to production with handoff docs and a recorded walkthrough
- Code and data in your own accounts
Add-onsAI features · data migration from your spreadsheets · mobile app · monthly support retainer
Fixed scope · Fixed price
Demo every Friday
Asked before every applicant tracking system build.
Everything else gets answered on the scoping call.
A custom ATS fits your exact stages, rubric and roles, and you are not paying per seat for features you never use. It makes most sense when your hiring process is distinctive or you hire steadily.
In Project ATS the model drafts interview questions per competency from short prompts; recruiters approve or regenerate them, and people still do all the scoring.
Yes. Invites and reminder emails are sent from the tool, so there is no separate scheduling handoff.
Yes. Recruiters, hiring managers and admins each have their own permissions.
Typically 3 to 5 weeks, as a fixed-scope, fixed-price build quoted within 48 hours of the scoping call.
Want one built around your team? Let us scope it.
Bring the spreadsheet or process you want to replace. In 30 minutes we map the tool, recommend a stack and send a fixed-scope quote within 48 hours.