Before Hirevire, hiring was manual
The IO Foundation had a structured platform for a while. It went down and disappeared. Before that, everything was manual: no consolidated view of open roles, no single place to track where each candidate stood.
How The IO Foundation screens every candidate through one process, with the whole team in one place
One intake, one candidate log, no feedback passed person to person. Here is how Jean rebuilt it.
One intake process for every role. Every opening runs through the same structured form, so you are not stitching together a separate tool per hiring type.
One log for every candidate. Team feedback and candidate messages sit in one place, so nothing gets passed person to person.
Less time comparing candidates. One source of truth instead of scattered notes across inboxes and people.
Jean F. Queralt, in his own words
5 recorded answers · 6:00 total · collected with a Hirevire form
The bottleneck: information scattered across people
Jean's main frustration was the lack of one point of reference. Every opinion about a candidate had to be passed from one team member to the next. So did every message to the candidate.
“You don't have to keep passing information from one team member to another to express what you think about a possible candidate.”
Why they chose Hirevire
The IO Foundation is small and largely self-funded, so the platform was a real investment. It gave them an experience close to what they had lost, and the team behind it was clearly engaged in improving it. Jean trusted that. It has held up.
“We saw that the team behind the development were engaged in making the platform improve over time. So far they have been delivering.”
How hiring works now: one source of truth
The IO Foundation does not only hire staff. As a for-impact organization it recruits volunteers, interns, and members for university clubs. All of it now runs through one intake, which fast tracks each workflow that used to need its own platform. Comparing candidates takes a fraction of the time.
“All of that now gives us one single source of truth. It definitely helps us minimize the time we spend comparing candidates.”
His advice to a hiring manager on the fence
Try it. Jean is candid: it is not perfect, but it is very good, and he vouches for it. The team listens when you tell them what you need. Be proactive, say what you want, and they act on it.
“It's not a perfect platform. It is however a very, very good one that I can vouch for.”
If you are screening candidates across more than one role, one intake and one shared candidate log is the entire point. That is what Jean gets, and it is what you would too.
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