Hiring Expert Agent

Meet Reed.
Hire the right people,
every time.

Reed handles your recruiting pipeline, interview prep, and onboarding process from end to end. From writing job descriptions to structuring your first 90-day plan, Reed makes building a great team faster and less stressful.

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24/7
Always on
4+
Core skill areas
10+
Hires supported weekly
Roles defined
work 4 this month
Interviews prepped
record_voice_over 8 this week
Candidates reviewed
how_to_reg 23 shortlisted
Onboarding plans
rocket_launch 5 built
Reed

Reed

Hiring Expert — Blynq Agent

What Reed does

Built for businesses that grow by hiring
the right people.

Reed takes the guesswork and grunt work out of recruiting, so you can focus on finding great people instead of drowning in job boards and interview logistics.

How it works

Three modes. One seamless
experience.

Reed moves between defining what you need, finding who fits, and setting them up for success, covering the full hiring journey so nothing falls through the cracks.

01
manage_search
Defines the role clearly

Reed works with you to articulate exactly what you need, the responsibilities, must-have skills, culture fit signals, and success criteria, so you attract the right candidates and filter out the wrong ones fast.

02
how_to_reg
Runs the process

From screening CVs to preparing interview questions and scoring frameworks, Reed structures every step of your hiring process, keeping it consistent, fair, and efficient no matter how many candidates you're reviewing.

03
rocket_launch
Sets new hires up to win

Once the offer is signed, Reed builds a tailored onboarding plan that gets your new hire contributing fast, with clear milestones, introductions, and checkpoints for their first 90 days.

Key capability

The Interview Prep Kit.

record_voice_over On-demand
Walk into every interview fully prepared.

For every candidate you're interviewing, Reed generates a tailored question set, a scoring rubric, and a candidate brief, built around the specific role requirements and the candidate's background, ready before the call.

How it works
Reed writes STAR-based behavioural questions tailored to assess each candidate's problem-solving skills, culture fit, and role-specific competencies. It then builds a scoring rubric per question and a background brief on the candidate, so every interviewer on your team asks the right things and assesses consistently.
What people say

Teams that hire with Reed.

"I used to spend a whole afternoon writing job descriptions. Reed had our Head of Product brief ready in 20 minutes, and it was sharper than anything I'd written before. We got far more qualified applications from that post."

S
Sarah M.
COO, SaaS startup

"Reed wrote our behavioural question set for a senior engineer interview in minutes. The scoring rubric meant our whole panel assessed consistently for the first time. We made a much more confident hire because of it."

T
Tom R.
Engineering Lead, scale-up

"Our onboarding was a mess before Reed. Now every new hire gets a proper 30-60-90 plan on their first day. The last three people we hired all told us it was the best onboarding they'd ever experienced."

P
Priya K.
Head of People, growth-stage business
Day-to-day

A day with Reed building your team.

Monday, March 9

Reed's hiring week

8:30
Pipeline review 14 applications reviewed and shortlisted
9:30
Interview prep built Question kit ready for today's 2pm call
11:00
Job description drafted New PM role brief ready for review
2:00
Post-interview debrief Candidate scored and next steps outlined
4:00
Onboarding plan built 30-60-90 day plan for accepted offer
Live example

Ask Reed to help with any part of your hiring process.

Outline the key responsibilities and skills for a new mid-level project manager position.
Reed — Hiring Expert Here's a structured role outline for a mid-level PM:
1
Own end-to-end project delivery — scope, timelines, budgets, and stakeholder communication.
2
Must-haves: 3+ years PM experience, strong async communication, and proficiency in project tools.
3
Culture signals: proactive communicator, calm under pressure, and outcome-focused over process-focused.
Now draft 5 behavioural interview questions to assess their problem-solving skills.
Reed — Hiring Expert Done. I've written 5 behavioural questions using the STAR framework, each targeting a different problem-solving dimension: ambiguity, prioritisation, stakeholder conflict, failure recovery, and proactive initiative. Scoring notes included for each. Ready to use in your next interview.
FAQ

Common questions about Reed.

From writing job descriptions and screening candidates to preparing interview questions and building onboarding plans, Reed covers the full hiring lifecycle. Tell Reed what role you're hiring for and what stage you're at, and it will focus on what matters most right now.
Reed reviews and shortlists candidates on-demand when you ask it to. You provide the role requirements and candidate profiles, and Reed surfaces a ranked shortlist with clear reasoning. It works when you engage it, not in the background.
Yes. Reed builds a tailored 30-60-90 day plan for each new hire based on the role, team context, and any specifics you provide. It covers milestones, introductions, and success metrics, and takes a few minutes rather than a few hours.
Reed writes STAR-based behavioural questions tailored to the specific role and candidate. It also creates a scoring rubric for each question so your whole interview panel assesses consistently. Just tell Reed the role and the key competencies you want to assess.
Reed

Reed is ready.
Your next great hire is waiting.

Stop losing great candidates to slow processes and unstructured interviews. Let Reed work through your hiring pipeline so you can focus on the decision, not the admin.

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Reed - AI Hiring Expert | Job Descriptions, Screening & Onboarding | Blynq.ai