Hiring tasks are the small next-actions that move a hire forward: screen the resume, book the interview, send the thank-you, check references, send the offer. Every role runs through the same list, and on a busy week the list is what gets dropped.

On a competitive market, the hiring task with no due date is often the one that costs you the candidate.

100Hires keeps that list out of your head and your spreadsheet. Each hiring task becomes an assigned, dated item on the candidate it belongs to, and every task you own shows up on one My Tasks page.

What are hiring tasks?

Hiring tasks are the recurring to-do items a hiring team works through for every open role, from the first resume review to the signed offer. Most teams keep them in a checklist, a shared doc, or memory, which holds up until two roles are open at once.

The list barely changes between hires. What changes is who owns each task and when it is due, and that is the part a static checklist cannot track.

A checklist in a doc is where these tasks go to die. The recruiter who owns the offer is out sick, the reference check sits in an inbox, and the candidate hears nothing for a week.

Because every 100Hires task sits on the candidate record next to the resume, emails, and interview notes, it travels with the rest of the history your team already keeps in candidate tracking software.

How 100Hires compares to a typical ATS

Most applicant tracking systems let you leave a note on a candidate. Fewer let you assign that note to a teammate, set a priority, give it a due date, and see it in one list. That gap is where hiring tasks slip.

Hiring tasks do not live alone. When the next step is an interview, interview scheduling sends the candidate a self-scheduling link, so the task closes itself once they book.

And when you would rather not create tasks by hand, an automation can add one the moment a candidate reaches a stage, the same way 100Hires already runs recruitment automation for email and AI scoring.