The pipeline admin. Run for you.
Window Nine runs the operational layer behind a recruiting desk — pipeline visibility, intake and scheduling, ATS hygiene and reporting. Operational only: no hiring decisions, no ranking.
Built first for ecommerce.We extend the same operating model to select adjacent teams, evaluated by fit — and we'll give you an honest read, including if it's not one.
Scope & guardrails — please read
- Window Nine provides operational support only — no automated hiring decisions, shortlisting or candidate ranking.
- We do not infer protected-class attributes and make no bias-related or compliance claim; hiring decisions stay with you.
- This vertical is under evaluation — engaged case by case on workflow fit.
Where the hours go.
The recurring operational drag we see most in this kind of business.
Candidate pipelines live in the ATS and three inboxes.
Job and client intake is inconsistent.
Interview scheduling is manual back-and-forth.
Candidate follow-up slips.
The ATS drifts out of date.
Client reporting is assembled by hand.
Operations, dashboards, workflows, execution.
Practical, scoped work — operational support with a human on the calls that matter.
Candidate-pipeline dashboards
Stages, aging and next actions — activity, not ranking.
Job & client intake
A consistent intake workflow for roles and clients.
Interview scheduling
Scheduling and reminders, no email tennis.
Candidate follow-up
Triggered and tracked so no one goes cold.
ATS hygiene
Records, stages and owners kept accurate.
Client & recruiter reporting
Submittals, interviews and placements on schedule.
Visibility, then less busywork.
Two levers: reporting you can trust, and repetitive workflows worth systematizing.
AI dashboards & reporting
- Candidate pipeline & aging
- Recruiter activity (not ranking)
- Client submittal / interview reporting
Workflow automation
- Job / client intake routing
- Interview scheduling & reminders
- Candidate follow-ups
- ATS record hygiene
AI does the work. People own the judgment.
Automation handles the routine and flags the rest. A person owns anything sensitive.
- 01Automations handle scheduling, reminders and reporting; recruiters and clients make every hiring decision.
- 02No hiring, shortlisting or candidate-ranking decisions are automated.
- 03We do not infer protected-class attributes and make no bias-related claim; you own the ATS, data and SOPs.
Candidate stages updated inconsistently across the desk (illustrative).
Interview scheduling averages several back-and-forth emails (illustrative).
Client reports assembled by hand each week (illustrative).
When we're right — and when we're not.
We'd rather tell you no early than sell a bad fit.
A fit if…
- You run a real-volume recruiting or staffing desk.
- Scheduling, follow-up and ATS admin are eating recruiter time.
- You want operational visibility, not automated hiring.
Not a fit if…
- You want automated hiring decisions, shortlisting or candidate ranking — we do not do this.
- You expect bias-sensitive or protected-class inferences — we make no such claim.
- You want a one-off task.
Bring us the broken workflow.
Tell us what recurs and where the hours go. A senior operator replies within one business day with an honest read on fit.
general — hello@windownine.com
new business — newbusiness@windownine.com