Managing Shortlists

A shortlist is a curated list of candidates you are interested in for a specific role. It serves as a staging area between finding candidates in the sourcing database and reaching out to them. Shortlisting is completely free — no credits are used until you unlock a candidate's contact information.

Think of the shortlist as your "maybe" pile. Add candidates generously during your sourcing session, then review and prioritize them before spending credits on contact unlocks.

• Save promising candidates from search results without using credits
• Review and compare candidates side by side
• Add notes to remember why you saved each person
• Prioritize who to contact first based on fit and availability signals
• Unlock contacts and move candidates to email outreach when ready

You can add candidates to your shortlist from several places in Stori:

• From search results — Click "Add to Shortlist" on any candidate card in the sourcing search results. This is the most common way to build your shortlist.
• From a candidate profile — When viewing a candidate's full profile, use the shortlist button to save them.
• Bulk add — Select multiple candidates from search results and add them all to your shortlist at once. This is faster when you have many promising results.

When adding to a shortlist, you can assign candidates to a specific job. This keeps your shortlists organized when you are hiring for multiple roles simultaneously.

Keep your shortlist organized to make better outreach decisions:

• Filter by job — If you are hiring for multiple roles, filter your shortlist to view candidates for a specific job.
• Sort — Order candidates by date added, name, or other criteria to find who you are looking for.
• Add notes — Leave a note on each candidate explaining why you shortlisted them. After a few days, you will not remember why a specific profile caught your eye.
• Remove candidates — If a candidate no longer fits after closer review, remove them from your shortlist. This keeps your list focused and actionable.

Not all shortlisted candidates are equally strong. Before unlocking contacts and sending outreach, prioritize your list:

• Review career trajectory — Candidates on an upward trajectory (promotions, expanding responsibilities) are often stronger fits than those who have been in the same role for many years.
• Check recent activity signals — Candidates who recently changed jobs may be less open to new opportunities. Those who have been in their role for 2-4 years may be more receptive.
• Consider company context — Think about how their current company's size, stage, and industry map to your needs.
• Look for skill alignment — Prioritize candidates whose skills most closely match your job requirements.
• Balance quality with volume — Do not put all your outreach budget into 3 perfect candidates. Spread your outreach across 10-20 strong candidates for better results.

Once candidates enter your hiring pipeline (either through sourcing, application, or AI interview completion), they appear on the Kanban board for the associated job. The four pipeline stages are:

• Qualified — The initial landing stage for all new candidates. Review their profile, interview (if completed), and traits here.
• Liked — Candidates you have reviewed and are interested in pursuing further. This signals to your team that someone has reviewed and approved this person.
• Invite — Candidates you plan to invite to a live interview or next hiring step. Use this to coordinate scheduling and next steps with your team.
• Final — Your top candidates who are being seriously considered for an offer. Keep this stage small and focused.

Drag and drop candidate cards between columns to move them through stages. Your entire team can see the pipeline in real time.

When you are ready to reach out to shortlisted candidates:

• Add generously, unlock selectively — Shortlisting is free. Add anyone who looks promising, then be more selective when spending credits to unlock contacts.
• Review your shortlist within 48 hours — The longer you wait, the harder it is to remember why you saved each candidate. Review while context is fresh.
• Use notes consistently — Leave a brief note on every shortlisted candidate explaining what caught your eye. Your future self (and teammates) will thank you.
• Keep shortlists focused — Remove candidates who no longer fit after closer review. A bloated shortlist slows you down.
• Batch your outreach — Unlock and email 10-20 candidates at a time rather than one by one. This is more efficient and lets you compare response rates across your batch.
• Coordinate with teammates — If multiple people are sourcing for the same role, check each other's shortlists to avoid duplicate effort and double-unlocking the same candidates.