Who It's For
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person_searchGet More Clients handshakeClose More Deals calendar_monthStay Fully Booked auto_fix_highScale Without Hiring trending_upMake More Money timerSave Time bar_chartKnow What's Working View all outcomes →Reed is an AI hiring agent built for small business owners. He writes job descriptions, builds interview frameworks, designs candidate assessments, and creates onboarding plans so every hire starts strong, without the cost of a recruiter or the chaos of figuring it out alone. Reed works as part of your BlynQ AI team alongside agents for operations, strategy, and finance, so every role you fill is grounded in what your business actually needs and connects to how the whole team works.
Hiring Agent
Reed covers the full hiring cycle, from writing the job description to onboarding the new hire on day one. Filter by area to explore what he can do.
Reed writes clear, compelling job descriptions that outline responsibilities, required skills, and culture signals, attracting the right candidates and filtering out poor fits from the start.
Reed reviews candidate profiles against your role requirements and surfaces a ranked shortlist with clear reasoning, so you spend time on the right people rather than sifting through CVs.
Reed maps out the skills, experience, and personal qualities a role truly needs, separating must-haves from nice-to-haves so you hire for what actually matters rather than an inflated wish list.
Reed builds a concise hiring brief summarising the role, team context, ideal candidate profile, and your timeline, useful for briefing recruiters or aligning stakeholders before a search begins.
Reed writes clear, compelling job descriptions that attract the right candidates, covering responsibilities, requirements, and what makes your company worth joining without generic filler.
Reed maps out the right team structure for your next growth phase, identifying which roles to hire first and how responsibilities should be distributed to avoid overlap and gaps.
Reed writes STAR-based interview questions tailored to the specific role and candidate, each targeting a key competency like ambiguity tolerance, prioritisation, or stakeholder management.
Reed builds a scoring framework for each question so every interviewer on your team assesses the same things the same way, making it easier to compare candidates fairly and consistently.
Before each interview, Reed summarises the candidate's background, flags the key points to probe, and notes any gaps between their experience and your requirements so you walk in fully prepared.
Reed designs a panel interview agenda, assigning focus areas to each interviewer, setting time allocations, and ensuring coverage of every key competency without overlap.
Reed helps you set competitive compensation ranges by combining role scope, seniority level, and market context, so your offers land in the right band without overpaying or losing candidates to low bids.
Reed designs a structured interview panel process with clear role assignments for each interviewer, reducing bias and ensuring every key dimension of the role is evaluated before a decision is made.
Reed builds a structured onboarding plan with clear milestones, priorities, and success metrics for each phase, so new hires know what winning looks like from day one.
Reed creates a complete pre-start and week-one checklist covering system access, introductions, documentation, and key tasks so nothing falls through the cracks when someone joins the team.
Reed writes a team introduction document for the new hire covering key stakeholders, working styles, communication norms, and the context they need to build relationships quickly and confidently.
Reed builds a structured first-week agenda with the meetings, shadowing sessions, and independent tasks that give a new hire the best possible start without overwhelming them on day one.
Reed builds a day-by-day onboarding checklist for a new hire's first 30 days, covering system access, team introductions, training milestones, and early wins to set them up for success.
Reed walks you through the key factors to consider before deciding whether to hire a contractor or a full-time employee, covering cost, control, risk, and the nature of the work involved.
Reed helps you articulate your culture signals and assess candidate alignment, going beyond gut feel to identify whether someone will thrive in your specific environment and team dynamic.
Reed designs a practical skills assessment tailored to the role, with a clear brief, time allocation, and evaluation criteria so you can objectively test real-world ability.
Reed writes structured reference check questions that surface specific insights about a candidate, covering performance, working style, and areas for development.
When you are down to two or three finalists, Reed builds a structured comparison framework covering skills, culture fit, risk, and long-term potential, so the final decision is informed rather than instinctive.
Reed builds a clear screening scorecard for your pipeline, so your team can consistently evaluate applications against the criteria that actually predict success in the role.
Reed helps you define exactly what a new role needs to deliver before you start hiring, ensuring the job spec reflects the real work rather than a wishlist that attracts the wrong candidates.
No recruiter briefs, no HR software, no templates to fill in. Describe the role you need to fill and Reed builds everything from the job description to the onboarding plan.
Tell Reed what you need, whether that is a specific job title or just a description of the work that needs doing. He figures out the requirements from there.
Reed produces the job description, interview questions, scoring rubric, skills assessment, and onboarding plan, tailored to your business and the specific role.
You run a structured, consistent process that surfaces the right person and sets them up for success from day one, without spending weeks building it yourself.
The first 90 days determine whether a new hire becomes a high performer or quietly disengages. Reed builds a structured 30-60-90 day plan with specific milestones and success metrics for each phase. The first 30 days focus on learning and relationships. Days 31 to 60 shift to contribution. By day 90, your new hire should be operating independently and delivering results. Reed makes sure they know exactly what that looks like before they start.
A typical hire with Reed
"Reed wrote a job description that attracted three perfect candidates. My previous JD sat live for eight weeks and brought in one person who was completely wrong for the role."
"The interview scoring rubric Reed built meant all three of us on the panel were assessing the same things. We made a decision in 20 minutes instead of the usual two-hour debate."
"I gave our new hire the 30-60-90 day plan Reed built on their first day. They told me at the end of week one it was the best onboarding experience they had ever had."
For most small business owners, hiring is one of the most stressful and consequential things they do. A bad hire costs time, money, and team morale. A great hire changes the trajectory of the business. But the process of finding and selecting the right person is rarely taught, and most founders approach it without a structured framework, relying instead on gut feel and whatever worked last time.
The result is inconsistent. Job descriptions that attract the wrong candidates. Interviews that feel more like conversations than assessments. Onboarding that leaves new hires unclear about what success looks like. Reed is built to fix all of that. As an AI hiring agent, Reed gives small business owners a professional-grade hiring process without the cost of an HR consultant or a recruitment agency.
Whether you are hiring your first employee as a consultant, scaling a team at a growing small business, or replacing a key person in a service role, Reed builds the entire process around the specific role and the specific hire.
The difference between a structured and unstructured hiring process is the difference between hiring the best person and hiring the person who interviewed best. Structured hiring means every candidate is assessed on the same criteria, using the same questions, with the same scoring framework. It removes the inconsistency that comes from interviewer mood, unconscious bias, and the natural tendency to hire people similar to ourselves.
Reed builds that structure for you. The behavioural questions he writes target the specific competencies the role needs. The scoring rubric he creates ensures your panel reaches decisions based on evidence rather than impression. The skills assessment he designs tests real-world ability rather than interview performance. And when you are down to the final candidates, the offer decision framework he builds makes the final call systematic rather than arbitrary.
This level of rigour used to require an in-house HR team or an expensive consultant. Working alongside Daniel's strategic hiring recommendations and Corey's onboarding systems, Reed makes structured hiring the default for your business, not the exception.
The biggest return from working with Reed comes from repeatability. The job description he writes for your account manager role becomes the template for the next one. The interview framework he builds for your first marketing hire shapes how you hire for every future marketing role. Over time, Reed helps you build a hiring playbook that means every new search starts with a strong foundation rather than a blank page.
Reed works naturally alongside the rest of your BlynQ agent team. When Daniel identifies that you need a new hire to hit your quarterly goals, Reed builds the process to find them. When Corey is documenting your systems, the onboarding plan Reed creates slots directly into the broader operational framework. Hiring is not a standalone event. It is a moment where strategy, operations, and people all intersect, and Reed makes sure that moment goes well.
Reed gives you a structured, repeatable hiring process from job description to first-day onboarding, without the recruiter fees or the guesswork.
