99% of automation advice is BS. This isn’t.
3 ways to automate hiring in under 10 minutes. No technical expertise required.
Everyone’s “automating HR” right now.
Helpful. Love that for us.
No one’s telling us how you do that — especially on a Monday at 9:12am when you’ve already got 14 open reqs, 6 hiring managers, and Slack on fire.
Today, we’ll break it down…
3 workflows you can build in under 10 minutes — that will actually make your life easier.
Key takeaways:
No code required: 3 automations to calm hiring chaos in under 10 minutes
Action audit: Unsure of your automation target? Count your pings.
Community perk: Members-only coffee chat with VP & Head of Talent at Kraft Heinz
Hot link: 27% of Claude-assisted work consists of tasks that wouldn't have been done otherwise
🛠️ 3 hiring automations you can build in under 10 minutes
You don’t need to be a technical wizard to automate your hiring process.
In fact, some of the simplest workflows can make a big difference — eliminating the back-and-forth, reducing delays, and keeping the right people informed.
We’ll start with three ways to automate one main problem in hiring: movement of information.
These are the three highest-leverage moments.
1) When a job opens: tell the right people, instantly
💡 Why it matters: If your HRBP, talent leads, or hiring managers don’t know a job opened, approvals drag, priorities get fuzzy, and you lose days before sourcing even starts.
🏗️ Build a workflow like this:
Trigger: Job status → Open
Action: Post a formatted Slack message to the right channel that notifies key stakeholders
Include: Role, dept, location, hiring manager, link to the posting
Here’s an example Slack message to get you started:
New Job Posted
Role: Senior Product Designer
Department: Product
Hiring Manager: Alicia Chen
Location: US – Remote
🔗 Job Posting: [link]
(Tagging PBP: @pbp-northamerica)
🏆 Result: No sweating over all the “FYI” messages you need to send. Faster alignment, fewer surprises.
2) When an internal candidate applies: let the hiring manager know
💡 Why it matters: Internal mobility fails when it becomes invisible. If hiring managers don’t see internal applicants quickly, you create frustration — and attrition risk.
🏗️ Build it like this:
Trigger: Candidate applies AND marked Internal
Action: Slack DM to hiring manager
Include: Candidate details + profile link
Bonis: Reminder if not reviewed in 48–72 hours
🏆 Result: Internal candidates get the review and priority they need. Managers don’t miss them.
3) When an offer is accepted: let teams know so they can start moving
💡 Why it matters: “Offer accepted” is the moment where hiring turns into onboarding. If the hiring manager, IT, or regional leads are waiting on a recruiter update, you’re already behind on setting up that new hire for success.
🏗️ Build it like this:
Trigger: Offer status → Accepted
Action: Notify hiring manager + recruiter + HRBP + IT + regional lead + role’s team
Include: Name, role, location, start date
Bonus: routing based on candidate details (If hire is in Region X → notify Regional Lead Y)
🏆 Result: Everyone prepares for the new hire as early as possible. Fewer dropped balls, faster provisioning, cleaner starts.
📝 Action audit: Find your next hiring automation in 5 under 5-min steps
1. Count your pings
Open your messages or emails and search: hiring, candidate, offer, approved?, status?
Seeing the same question 3+ times a week? That’s where you start to automate.
2. Find the bottleneck
Consider: how do you get the information for those questions? Where do those updates live? Is it your ATS? A spreadsheet? Someone’s brain?
Pick the one place that creates the most delay.
3. Pick your first trigger
Don’t try to tackle everything all at once. Pick one part of the process to start with, such as:
Req opened
Internal candidate applied
Candidate moved to next round
Offer sent out
Offer accepted
4. Write the message you want to send to your system.
Focus on the main details your team needs to know. If you’re sharing a job posting, they’ll need a link to the description. If you’re sharing that a candidate has applied, share their name, the role they applied for, and a link to their resume.
These fields become your workflow output.
5. Add one rule to make it smarter.
Pick one conditional that removes future chaos:
If location = X → notify regional lead
If role level = exec → notify talent leader
If start date < 10 days → escalate to IT
Done. You now have an automation spec you could hand to anyone and build in minutes.
🏁 Start your (automation) engines
Ready to get these workflows up and running? Download our guide to 3 quick hiring automations. You’ll get a step-by-step guide for implementing them, including sample Slack messages, optional enhancements, and real live examples on how the Chess.com team uses them every single week.
🔥 Hot Links
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✅ EOY Compliance Checklist
We don’t have to tell you that HR teams are carrying more responsibility than ever.
In fact, 62% of HR professionals say that their teams are stretched beyond their capacity.
The end of the year should be a time for rest. Calm. But with ever-changing regulations and to-dos, keeping HR afloat feels less than chill.
That’s why we created an EOY compliance checklist: a structured list that breaks down the critical HR compliance tasks to tackle now, so your team can minimize risk and prepare for 2026.
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