Hirecinch

Role: Lead Developer
Type: Founder’s engineering work
Product: SaaS hiring platform
Stack: React · Django

From Google Sheetsto a full hiring platform.

Recruiter time saved: 30%
Faster time to hire: 22%

Hirecinch candidate list with pipeline stages and scores

In Brief

The work, inplain terms.

Who used it: Recruiting teams hiring for several open roles at once, from public job posting through to offer.
What was difficult: Hiring ran on Google Sheets and email: resumes were hard to match to applications, stages were invisible to hiring managers, and interviewers scored candidates inconsistently.
Usama’s contribution: As lead developer, Usama led development of the React and Django application, including the public job board, configurable application forms and questions, per-role pipelines, and the weighted scorecard with auto-rejection thresholds. This was employment at Hirecinch, not a TechTrinity client commission.
What changed: Applications, stages, scores, resumes, and candidate emails live in one place, and every team member can see where each candidate stands.
Outcomes: Measured changes in recruiter time and time to hire are shown below.
What it taught: Structured, weighted criteria make candidate comparisons more consistent than free-form notes in a spreadsheet.

The Project

A hiring platform builtto replace the spreadsheet.

Hirecinch is a full applicant tracking system built for recruiting teams managing multiple open roles simultaneously. Before Hirecinch, hiring was managed through Google Sheets — making it nearly impossible to track which resume belonged to which candidate, where each person was in the process, or which candidates had been rejected and why.

Hirecinch replaced that chaos with a structured, scored, and automated hiring workflow — from public job posting to final offer.

The Problem

Hiring on spreadsheetsdoesn't scale.

No candidate tracking

Resumes arrived by email and were filed manually in shared folders. Nobody knew which CV belonged to which application.

No process visibility

Hiring managers had no way to see where each candidate stood without chasing the recruiter directly.

Inconsistent evaluation

Different interviewers scored candidates differently with no standardised criteria — making comparisons impossible.

Manual everything

Rejections, follow-ups, scheduling — all done manually, eating hours of recruiter time each week.

The Platform

Every stage of hiring,in one place.

Hirecinch public careers page listing open roles

Public Job Board

Recruiters publish openings to a branded careers page. Candidates browse and apply directly through Hirecinch — no third-party job boards required. Each listing includes job details, location, and work type.

Structured Applications

Every job has a fully configurable application form. Recruiters choose exactly what information to collect — personal details, resume, academic history, custom questions. Fields can be marked required, optional, or disabled per role.

Custom Question Builder

Recruiters build role-specific questions directly into the application form. Short text, long text, single choice, multiple choice, binary — each question type feeds directly into the automated scoring and rejection logic.

Configurable Pipeline

Each job has its own hiring pipeline. Stages are fully customisable — New Applicants, Screening, Interview, HR Interview, Offer. Candidates move through stages as the process progresses, giving every team member full visibility at a glance.

The Differentiator

Hiring decisions backedby weighted data.

The scorecard system is what separates Hirecinch from a basic ATS. When creating a job, recruiters assign weights to specific evaluation criteria — communication skills, technical ability, cultural fit, and more.

Every candidate receives a calculated score based on those weights. Scores are broken down by category and displayed as percentages, so recruiters can compare candidates objectively rather than relying on gut feel.

Combined with auto-rejection triggers, candidates who don't meet minimum thresholds are removed automatically, so recruiters don't have to review them by hand.