Our ATS already sends scorecard reminder emails — what does Ayven add?

ATS reminders go to email, where they compete with everything else. Ayven asks each interviewer where they actually work — Slack or Microsoft Teams — tracks who hasn't answered, follows up one at a time with the candidate context attached, and tells the hiring manager the night before the debrief while there's still time to fix a gap. The reminder isn't the product; the collected set, in time, is.

What happens when an interviewer says they'll file it later?

A promise is tracked, not counted. 'I'll do it after standup' stays open until a scorecard is actually filed; Ayven follows up once more with context, and if the gap can't be closed — an interviewer is out, for example — it's flagged to the hiring manager with the decision spelled out: push the debrief, or run with the scorecards that are in.

For hiring panels collecting scorecards in Slack & Teams

The debrief is Thursday. Two scorecards are missing.

Four interviewers, one candidate, one debrief on the calendar. By Wednesday night: Priya's scorecard is in, Lin's is in, Mike said he'd file his after standup, Tom hasn't answered. You're the one who has to walk into that room. If you just need the rubric, it's below — take it.

Start free See the chase run ↓

Sarah · Monday 9:12am Scorecards for Thursday's debrief please — all four by Wednesday EOD 🙏

Mike · Wednesday yep, right after standup
○ promised — not filed

· Tom — asked Tuesday, quiet for 2 days

thread staged with our recurring cast

01 · What Ayven does with the same panel

The set is collected before the room, not discovered in it.

Ayven asks each interviewer individually and tracks who has filed — a promise is not a scorecard, so "after standup" stays open until something lands. When a follow-up isn't working she changes strategy instead of repeating it, and a gap she can't close gets flagged to you the night before, with the decision spelled out.

Tue—asked each interviewer, individually — no @channel

Wed○Mike promised after standup — nothing filed yet

Wed—asked Mike once more, candidate context attached

Wed!Tom OOO — flagged to Sarah: push the debrief, or run with three?

Thu4 of 4 in — Thu 09:00

02 · The register

The screening record moves on your say-so.

Ayven APP · Thursday 8:40am All four scorecards are in. The set reaches the debrief only when you accept — and an unattended ask expires instead of nagging.

Accept All approves future actions of the same type — decide once, not every time

03 · It's real

The product, not a promise.

Ayven inbox showing items that need your decision — ! action required — the gap reaches you the night before, not in the room

Ayven mission: collect interview scorecards from the four panelists for the debrief, chase the missing ones — the real mission — scorecards collected from each panelist, missing ones chased before the debrief, follow-up already timed

threads shown are staged with our recurring cast · screenshots are the live product

04 · The honest answer

Your ATS already sends reminder emails.

It does — to the same inbox where the last three died. Ayven asks each interviewer where they actually work — Slack or Teams — tracks who hasn't answered, follows up one at a time, and tells you the night before while there's still time to fix it. The reminder isn't the product; the collected set, in time, is.

05 · The scorecard template — take it

Four sections. Committed answers, not hedges.

Use it for the next loop, with or without Ayven.

1. Recommendation

Strong yes, yes, no, or strong no. Four options, no "leaning yes" — a scorecard that won't commit isn't a scorecard, it's a hedge with a candidate's name on it.

commit — no "leaning"

2. Evidence per competency

Three or four competencies for the loop, each scored only on what you actually observed — with the question that probed it attached. "Seemed strong on system design" isn't evidence; "asked to design X, proposed Y, missed the failure case" is.

scored on what you saw

3. Risks & unknowns

What your slot couldn't assess — a skill the questions didn't reach, a concern you can't confirm either way. Naming the gap is more useful to the debrief than a scorecard that pretends the interview covered everything.

what you couldn't see

4. Would work with them again?

One line, yes or no. It cuts through a scorecard that reads well but doesn't actually answer the question the debrief is for.

the gut-check line

The template is the easy part. Getting four of them filed by Wednesday night is the product.

Walk into Thursday with four of four.

Start free

she asks each interviewer where they work · chases who hasn't filed · flags the gap the night before