Tarkflo
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Why Tarkflo

Hiring software should do more than keep score.

We built Tarkflo because too much hiring software is designed around tracking candidates, while recruiters are still doing the actual work.

Applications come in. Someone still has to move them forward.

We think the pipeline should do that work.

Dear hiring teams,

We kept asking one question. Why does the software know a candidate is waiting, and still make a recruiter do the work?

An applicant applies.

The system stores them.

Someone reads the CV.

Someone schedules a call.

Someone takes notes.

Someone decides whether they deserve the next round.

And then it happens again.

None of that is judgement. It is fetching, sorting and scheduling, and it fills the week of the person whose judgement you actually hired them for. So we stopped trying to make the tracking better and built the pipeline to move on its own.

We think the pipeline should be able to move.

The Tarkflo team

An ATS shouldn't just tell you where the candidate is.

It should move them forward.

A tracker

  1. Candidate
  2. ATS
  3. Recruiter
  4. Recruiter
  5. Recruiter
  6. Recruiter

Every step waits for a person to have time.

Tarkflo

  1. Candidate
  2. Screen
  3. Assess
  4. Interview
  5. Shortlist
  6. Recruiter

Four rounds run on their own. The last step is the hire.

Four things we believe about hiring.

Speed matters.

Great candidates don't wait for your process to catch up.

Evidence beats instinct.

A score means more when you can see the answer behind it.

Consistency matters.

Candidates should be evaluated against the requirements of the role, not whoever happened to interview them.

Humans stay in control.

AI can do the repetitive work. Your team makes the hiring decision.

The idea in practice

The pipeline does the repetitive work.

Screening, assessments and interviews happen inside one workflow. Candidates keep moving while your team focuses on the people who need a human decision.

Workflow builder for a Senior SDR role: screening, two-way AI interview and human review with pass threshold, auto-advance and reminder per stage, then documents, offer and onboarding

Screen

Rank the pile.

Interview

Have the conversation.

Decide

Review the evidence.

Every score should have a receipt.

A number on its own asks you to take the machine's word for it. Open any rating and the answer it came from is sitting underneath, in the candidate's own words.

You shouldn't have to trust a number you can't explain.

Interview report for Ishan Mahendra, Founding GTM Lead round 1: 70 of 100 with 92% AI confidence, 10:34 duration, 2 of 5 answered, and a Communication skills breakdown where each dimension score cites the transcript lines behind it

AI does the work.

People make the call.

Tarkflo

  • Screens
  • Interviews
  • Scores
  • Ranks
  • Organizes the evidence

Your team

  • Reviews
  • Questions
  • Overrides
  • Decides
  • Hires

Automation, without handing over the decision.

We're building the hiring layer between the application and the decision.

Tarkflo isn't trying to become every piece of HR software. We are focused on one problem: making the journey from application to qualified candidate dramatically better.

Screen.Interview.Decide.

Then hand the hire back to people.

Some lines are worth keeping

  • We won't hide the evidence behind a score.
  • We won't silently reject a candidate.
  • We won't pretend the AI knows what it doesn't.
  • We won't make candidates jump through hoops to be seen.
  • We won't ship a feature only because every ATS has one.

We would rather build fewer things that actually matter.

The future of hiring isn't AI replacing recruiters.

It's recruiters spending their time where humans matter.

Tarkflo handles the repetitive work between the application and the shortlist. Your team makes the decision.