Use case · Recruiting
Coordination, not candidates.
Cedric books the loops, chases the feedback, and keeps the pipeline honest. Deciding who to hire stays entirely with your team.
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- Most recruiting time goes on logistics: scheduling, chasing, and reminding, not on evaluating people.
- Cedric books interview loops across calendars, sends the confirmations, and reschedules when someone drops.
- Interviewer feedback gets chased automatically, which is the single biggest cause of candidates going cold.
- Pipeline questions are answered from the applicant tracking system in the channel, without an export.
- It never screens, ranks, or rejects candidates. Every human decision stays human.
Candidates are lost to logistics, not to judgment
Good candidates rarely drop out because someone made a bad call. They drop out because the loop took nine days to schedule, feedback never arrived, or nobody sent an update and they took the other offer.
That is a coordination failure, not a hiring failure, and it lands hardest on the candidates with the most options: the ones you most wanted.
Scheduling
Six loops booked while you were in another meeting.
Yara Nasser9:14 AM
@Cedric schedule the six candidate loops for the platform role
CedricAPP9:15 AM
All six booked for next week. Rooms reserved, calendar invites sent to candidates and interviewers, and each interviewer has the CV and their assigned focus area attached. Two notes: Priya's loop is split across Tuesday and Thursday because there was no single day all four interviewers were free, and Marcus asked for an evening slot in his timezone so his is 17:30 GMT. Nobody is double-booked.
Across everyone's calendars
It finds the slots that actually work for four interviewers and a candidate in another timezone, which is the genuinely tedious part.
With the context attached
Each interviewer gets the CV, the focus area they are covering, and the questions the panel agreed, so nobody arrives cold.
Reschedules without drama
When someone drops out, it finds the replacement slot and tells everyone, rather than starting a fresh email chain.
The chasing that decides your close rate
Missing interviewer feedback blocks the debrief, the debrief blocks the candidate update, and somebody has to chase. Cedric chases on a schedule: the same evening, the next morning, then the hiring manager, and nobody takes it personally because it is not a colleague being annoying.
The outward half too: candidates hear where they stand before they ask, and every message that leaves the company waits for approval first.
Pipeline
Where every candidate actually stands.
Grace Adeyemi10:02 AM
@Cedric what is stuck in the platform pipeline?
CedricAPP10:03 AM
Four things are stuck. Two candidates are waiting on feedback from the same interviewer (5 and 7 days). One offer has been with the candidate for 9 days with no reply and no follow-up sent. One candidate completed their loop 12 days ago and has had no communication at all, which is the one I would fix first. Drafts ready for all the outbound updates.
Where to start
Scheduling first. It is the most annoying part and the easiest to verify.
- 01
Add Cedric to the recruiting channel
One click. It joins the room where hiring already gets discussed.
- 02
Connect the calendar
Scoped access, revocable. This alone unlocks the scheduling work, which is most of the logistical pain.
- 03
Book one loop with it
Give it a single real loop and check the result before it sends anything. You are calibrating how it handles timezones, gaps, and interviewer preferences.
Tell it your conventions once (no interviews before 10:00, never more than two in a row, always include a break) and they persist in the shared memory.
- 04
Turn on feedback chasing
Let it remind interviewers on a schedule. This is usually the change that visibly speeds up time to offer.
- 05
Add the applicant tracking system
Once connected, pipeline questions get answered in the channel and stalled candidates surface without anyone auditing the board.
Compared to the alternatives
Recruiting coordinators are excellent. This is about what happens when you do not have one.
| Doing it yourself | Scheduling tool | A coordinator | Cedric | |
|---|---|---|---|---|
| Books a four-person loop | Hours of back and forth | Candidate picks from your slots | Yes | Yes, across all calendars |
| Handles a timezone edge case | Yes, painfully | Sometimes | Yes | Yes, and it says what it did |
| Chases interviewer feedback | If you remember | No | Yes | Yes, on a schedule |
| Spots a candidate going cold | When it is too late | No | Yes | Yes, by days since contact |
| Answers pipeline questions | Open the board | No | Yes | In the channel, from live data |
| Screens or rejects candidates | You do | No | Sometimes | Never, by design |
Where this breaks, and one thing it will not do
Cedric does not screen, score, or rank candidates. This is a deliberate product decision, not a missing feature. Automated candidate evaluation carries real discrimination risk and real legal exposure in most jurisdictions, and the judgment belongs to people who can be accountable for it.
It will not reject anyone. It can draft an update once your team has decided, and a person sends it.
Candidate data is sensitive and often regulated. Access is scoped and revocable, but your obligations under local employment and data law are yours. Decide what Cedric should see before connecting the applicant tracking system.
Scheduling depends on calendars being honest. If half your team's calendar is not blocked accurately, it will book into time that was not really free, exactly like a human coordinator would.
FAQ
No, and it is built not to. Screening, scoring, and rejecting are human decisions with legal and ethical weight. Cedric handles coordination: scheduling, chasing, reminding, and reporting.
It drafts the message and a person approves before it sends. Anything that reaches someone outside your company is gated.
Cedric connects to the tools your team already uses, with scoped permissions you can revoke at any time. Nothing is connected until you connect it.
It looks across every required calendar, proposes the arrangement that works, and tells you the compromises it had to make, such as splitting a loop across two days. If there is no good option it says so rather than booking a bad one.
It can join calls and take notes where you invite it, and whether that is appropriate for interviews is your call and depends on your jurisdiction and your candidate consent process. See [Cedric in meetings](/docs/cedric-in-meetings).
Access is scoped per tool and revocable, and Cedric reads what a task needs and nothing else. Read the [privacy policy](/privacy) before connecting systems holding candidate records.
Ready when you are
Stop losing candidates to logistics.
Install Cedric where your hiring team talks and let it book the next loop. Hiring decisions stay yours.
$50 in free credits, no card needed.