Your hiring has outgrown the spreadsheet.
Here's what comes next.
When you're hiring across 4 departments with 6 people involved and no one knows where any candidate stands, you don't have a people problem - you have a process problem. Treegarden fixes the process.
Every scale-up recognises at least two of these
They're not unique to you. They're what happens when hiring outgrows the process built for a 20-person company.
Five people are involved in hiring and none of them know what the others have done. Candidates get contacted twice - or not at all.
You're spending 20–25% of each hire's salary on agency fees, with no clear plan - or data - to justify reducing it.
Your time-to-hire is 6–8 weeks. Strong candidates drop out halfway through because your process is slower than your competitors'.
When someone is hired, their data has to be manually re-entered into your HR system. Every. Single. Time.
One platform. Complete visibility. Full control.
Five capabilities that change how growing companies hire.
One pipeline, every hiring manager
A Kanban board shared across the team. Drag candidates between stages. @mention colleagues to request feedback. Set deadlines. Everyone knows exactly where each candidate stands - without a single status update email.
Slash agency spend
Build a stronger direct pipeline: a branded career page, simultaneous posting to 9 job boards, and AI match scoring to surface the right candidates fast. Companies that switch typically reduce agency reliance by 30% within the first 6 months.
Candidate to employee in one click
When a candidate accepts an offer, Treegarden creates their employee profile automatically - with all the data already there. No spreadsheet exports, no copy-paste, no risk of errors on day one.
Reporting you'll actually use
Time-to-hire by department, source tracking, pipeline conversion rates, cost-per-hire. Updated in real time. No exports, no formulas, no asking the ops team to pull a report.
AI that earns its keep
AI match scoring ranks every applicant the moment they apply, with an explanation of why they fit or don't. AI Recruiter lets you ask natural language questions - "show me shortlisted engineers who haven't been interviewed yet" - and get an instant, structured answer. AI also generates job descriptions, detects bias, and builds onboarding checklists for new hires. These aren't add-ons. They're built in.
Plays well with how you work
Treegarden connects to the tools your team already uses - without requiring a separate integration platform.
Google Calendar
Interview scheduling, availability checks, automatic reminders
Outlook Calendar
Microsoft 365 sync, meeting creation, invite management
Calendly
Candidate self-scheduling, buffer rules, round-robin routing
Slack
Hiring notifications, stage change alerts, team updates
LinkedIn & Indeed
Job posting, candidate sourcing, one-click multi-board publishing
Google & Microsoft SSO
Single sign-on, 2FA, full audit trail for enterprise security
What growing teams say
We had 4 hiring managers posting to different job boards, emailing candidates from personal accounts, and updating a shared Google Sheet that was always out of date. Six months after switching to Treegarden our time-to-hire dropped from 47 days to 22. And we cut agency spend by almost a third.
The full employee lifecycle, without the hand-offs
Treegarden connects every stage - from the first application to day-to-day HR management - in a single platform. No data migrations. No manual transfers.
One platform. The full employee lifecycle. No manual hand-offs.
Common questions from growing companies
Answers to what heads of people and hiring managers ask us most.
How does Treegarden help growing companies reduce time-to-hire?
Treegarden cuts time-to-hire by centralising the entire process in one platform — from job posting to offer. AI match scoring ranks candidates the moment they apply, automated rejections remove unsuitable applicants without manual effort, and interview scheduling integrates directly with Google Calendar, Outlook, and Calendly. Companies that switch typically see time-to-hire drop from 47 days to 22 within six months.
Can multiple hiring managers work in Treegarden at the same time?
Yes. Treegarden is built for collaborative hiring. All hiring managers share a single Kanban pipeline with full visibility of every candidate and every stage. They can drag candidates between stages, leave notes, @mention colleagues, and set deadlines — without sending a single status update email.
How does Treegarden help reduce reliance on recruitment agencies?
Treegarden builds a stronger direct pipeline through a branded career page, simultaneous posting to 9 job boards, and AI match scoring to surface qualified candidates quickly. Companies that switch typically reduce agency reliance by around 30% within the first 6 months by sourcing and screening more candidates directly.
Does Treegarden integrate with our existing tools?
Yes. Treegarden connects with Google Calendar, Outlook Calendar, Calendly, Slack, LinkedIn, Indeed, and Google and Microsoft SSO — without requiring a separate integration platform. All integrations are included in the platform; there is no add-on marketplace or additional cost.
What happens to candidate data after someone is hired?
When a candidate accepts an offer, Treegarden creates their employee profile automatically with all data already populated. No spreadsheet exports, no copy-paste, no risk of errors. The employee profile connects directly to leave management, AI-generated onboarding checklists, and performance tracking — all in the same platform.
What reporting and analytics does Treegarden provide for growing teams?
Treegarden provides real-time reporting on time-to-hire by department, source tracking, pipeline conversion rates, and cost-per-hire. Reports update automatically — there are no exports, no formulas, and no need to ask an ops team to pull data. Everything is available directly in the dashboard.
Stop managing hiring. Start owning it.
Treegarden gives growing teams the structure, visibility, and automation to hire confidently at any pace. Whether you're filling 3 roles this quarter or 30, the process scales with you.