You already have an ATS. You already have LinkedIn Recruiter. You already have a way to send a calendar invite. Scout slots into the one part of your day that nothing else has cracked: the intake call, the notes you scribble during it, and the hour afterwards turning a 35-minute conversation into something a hiring manager can actually read.
Scout doesn't replace anything you use today. It plugs into the one workflow step where your existing tools leave you to take notes by hand.
No pipeline stages. No candidate database. No outreach automation. No ATS integrations. Scout finishes when you click Export PDF or Copy. Whatever you use after the screening — keep using it. Scout is not trying to replace it.
The whole point is to disappear into your existing flow. You set Scout up once, then run it the same way every time.
Click New screening. Paste in the job description, the company, and the role title. Add the candidate's name, their resume, and any context you want Scout to keep in mind — "emphasize Go experience," "remote-first team," "career switcher, explore self-direction."
Scout reads your JD and notes, then shows you a structured list of what it plans to extract from the call: required signals, strong-preference signals, behavioral signals, and open-ended exploration. Edit, add, or remove anything.
Most pilot recruiters bookmark Scout on their phone home screen and open it from there. Any signed-in device works. Persistent auth means no login at call time after the first sign-in on the device.
Tap Start Recording. Run the call exactly the way you always run it — your conversation, your judgment, your relationship with the candidate. Scout is a quiet observer. It doesn't speak, suggest, or interrupt.
Stop the recording when the call ends. Within about five minutes, Scout produces an executive summary, a JD fit analysis with quoted evidence, a structured candidate profile, observations outside the schema, and the full searchable transcript. Set a disposition — Advanced, Not Advanced, Pending — and you're done.
You aren't locked into one capture mode. The choice depends on whether you can put the call on speaker — there is no auto-detect, and there doesn't need to be.
You're in a quiet space and can put the call on speaker. Scout listens via your device's microphone — phone, laptop, tablet, whatever you've signed in on.
Open office, shared space, or you just prefer headphones. Paste the Zoom or Teams meeting URL into Scout — a participant called Scout Notetaker joins the call and records.
Generic meeting tools give you a wall of text and call it done. Scout gives you the artifact a hiring manager actually wants to read — formatted the way recruiters already write debriefs.
Three to four sentences in recruiter-debrief style. The thing you'd say if a hiring manager grabbed you in the hallway and asked "what'd you think of the candidate?"
Each requirement marked Strong Signal / Some Signal / Weak Signal / Not Covered, with the actual quoted evidence pulled from the call. No more "where did they say that again?"
Work history, capabilities, availability, comp expectations — anything Scout identified as relevant. Ready to paste into your ATS.
Things noted outside the schema. Energy level, motivations, what they kept coming back to. The soft signal that turns a profile into a person.
Searchable, with speaker labels and timestamps. Useful for the rare moment you need to go back to the source — and for sharing a verbatim moment with a hiring manager.
Advanced, Not Advanced, or Pending — with optional reason and notes. A single field, not a Kanban. Edit it any time.
Executive summary
Strong full-stack engineer with 8 years of experience, the last 4 leading a 6-person team at a fintech building payments infrastructure. Direct, articulate, and clearly motivated by ownership over a domain. Comp expectations sit at the high end of the band but within reach. Worth advancing to the hiring manager round.
JD fit
Scout is opinionated about staying small. Several things you might expect from a recruiting tool are missing on purpose, not by accident.
The trial isn't a tour — it's the actual product. Run it on the next five intake calls on your calendar. We'd rather you find out it works (or doesn't) on real candidates than on a sample script.