Do you currently have any automation set up for this process for example, automatically reminding interviewers when feedback is overdue, escalating if they still don't respond, or sending the candidate a status update while the team is waiting? Or do recruiters usually manage all of that manually?
Most IT companies have their internal software to record interview feedbacks, some use success factor, some use local CRM.
Under all scenarios you need the recruiter to chase after panelists who arent used to the process and get the interview feedbacks closed.
If you have recruiter assistants even they work.
Hi there, this is a great question. In my experience, manual follow-ups are one of the biggest bottlenecks in scaling a team and often lead to a poor candidate experience.
Relying on recruiters to manually chase hiring managers for feedback not only burns out your talent team but also slows down the time-to-hire, causing you to lose top candidates.
During my time directing commercial operations and rapidly scaling a regional sales force, we faced this exact pain point. We were initially bogged down by cumbersome spreadsheets and manual tracking. The turning point for us was implementing an automated ATS—specifically, Hire Central. In fact, our transition to their automated management stage was so effective that they actually feature my experience on their homepage as a customer success case study.
If you are looking to set this up, here is the automation workflow I highly recommend implementing (whether you use Hire Central, Greenhouse, or another modern ATS):
Automated Nudges: Configure the system to automatically ping interviewers (via email or Slack/Teams integration) immediately after the interview, with a reminder at the 24-hour mark.
Escalation Workflows: Set a rule that if the scorecard isn't submitted within 48 hours, the system automatically escalates the notification to the department head. This keeps the hiring team accountable without the recruiter having to play the "bad cop."
Candidate Nurturing: Set up an automated sequence that sends a "Thank You & Status Update" email to the candidate 24 hours post-interview. This keeps them warm and protects your employer brand while the team finalizes their feedback.
Moving away from manual tracking allows your recruiting team to focus on strategic sourcing and closing candidates, rather than doing administrative chasing.
If you are currently evaluating ATS platforms or want to discuss how to structure these specific recruiting workflows for your scale-up phase, I would be happy to jump on a quick call to share more operator-level insights!
Yes, you can and should consider automating a good portion of this, but I wouldn’t advise automating the human ownership of it.
In practice, a well-configured ATS can automatically prompt interviewers immediately after the interview, send overdue reminders, and escalate after a defined SLA (e.g. 24–48 hours). That takes away a lot of the administrative chasing.
The recruiter still owns the hiring process. If feedback is repeatedly late, or a candidate is waiting, that requires human intervention and judgement. Automation should reduce the chasing not remove accountability.
