Collaborative hiring software your whole team actually uses
Get every interviewer and hiring manager scoring the same candidate and discussing them in one place, without chasing feedback across email and Slack.
The slowest part of hiring is rarely the interview. It is the week after: one interviewer's notes sit in Slack, another just says "seemed fine," and the hiring manager has not opened the candidate's profile yet.
Your best applicant takes another offer while the team catches up.
And when feedback does arrive, it is often a vague "not a culture fit" with nothing behind it, impossible to compare against the next candidate or to act on.
Collaborative hiring software closes that gap. It puts every interviewer and hiring manager in one pipeline, scores each candidate on the same scorecard, and keeps the discussion on the profile.
The 100Hires Advanced and Pro plans include unlimited users, so the cost never stops you from adding the people who make the call.
It fits small and mid-sized teams best, where everyone hiring already knows each other and the bottleneck is getting feedback in one place, not enterprise approval chains.
What is collaborative hiring software
Collaborative hiring software is the system that brings everyone involved in a hire, recruiters, interviewers, and the hiring manager, into one shared process with structured evaluations and a single place to discuss each candidate.
In 100Hires that process is built around your Hiring team.
That means a shared pipeline, reusable Evaluation Forms, and a Discussion thread on every candidate profile, all inside the wider 100Hires ATS rather than bolted on as a separate tool.
Get the hiring manager into the tool, not cc'd on the thread
Add every interviewer and hiring manager to the job's Hiring team. On the Advanced and Pro plans there is no per-seat fee, so cost never decides who gets a say. Non-recruiters get the simple Interviewer role and only see the jobs you add them to.
- Unlimited users on Advanced and Pro plans
- Administrator, Recruiter, and Interviewer roles
- Per-job access, set when you add someone
Compare candidates on the same scorecard, not on whoever spoke first
Build an Evaluation Form once and every interviewer scores the same candidate on the same 5-point thumbs scale. Turn on Blind Evaluations and, except for admins, each person sees a teammate's evaluation only after they have evaluated that same candidate, so the debrief is not anchored to the loudest opinion in the room. Independent scores from the whole panel also even out one tough round or a single off-day read, so a strong candidate is not sunk by one interviewer's bad afternoon.
- Shared Evaluation Forms on a 5-point thumbs scale
- Blind Evaluations until each person submits
- A Candidate Evaluation Submitted notification keeps it moving
Keep the whole candidate conversation in one place, not five inboxes
Every candidate profile has a Discussion thread where your Hiring team leaves notes, @mentions a teammate to email them a direct link to the profile, adds a quick 0-to-5 star rating, and watches a timestamped log of stage changes and automated actions. Each note can be set to everyone, only Admins, or only me.
- @mention a teammate and 100Hires emails them a link
- Note visibility: everyone, only Admins, or only me
- A 0-to-5 star quick-eval plus a full activity log
Let AI do the first read so your team spends time on judgment
The Get AI Score button rates each candidate against the criteria you set on the job's AI Scoring tab, and the AI Copilot is @mentionable right inside the Discussion thread. Ask it to score a candidate from 0 to 100, summarize their strengths and weaknesses, or compare their experience against the job. The AI does the first read, and your Hiring team makes the decision.
- AI Score against the criteria on the job's AI Scoring tab
- @mention the AI Copilot inside the Discussion thread
- Summarize a profile or compare it to the job
How 100Hires compares to a typical ATS
Teams comparing collaborative hiring software tend to weigh the same things: can everyone get in without a per-seat fee, can the panel score consistently, and does feedback stay in one place. Here is how 100Hires lines up against a typical ATS.
100Hires
Structured scoring lives in the interview scorecard, and panel logistics connect to interview scheduling, so the same Hiring team that discusses a candidate also runs the interview from one place.
Where 100Hires is not the strongest fit: the roles are deliberately simple. If you need custom permission sets or field-level controls beyond Administrator, Recruiter, and Interviewer, an enterprise ATS goes deeper, and requisition approvals sit on the Enterprise plan.
See the pricing page for what each plan includes.
The AI screens and scores too, but a person on your team still does the actual rating on the scorecard.
See collaborative hiring in 100Hires
Watch an interviewer join a Hiring team, leave a note, @mention a colleague, and submit an evaluation on the candidate
It solved all of my recruitment problems and offered all of the features I was looking for. It can automate most of my recruitment processes.
I'd happily recommend it to my industry peers. I'm able to use the platform with ease and don't have to think twice what function to use.
The system is very user-friendly. Even people with no experience will find it easy to understand its functionality.
4.7
4.8
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