Set Pipeline Automation
Once your workflow is configured, Senseloaf automatically creates a hiring automation that moves candidates through each stage automatically — based on the graded performance at every step.
Hiring automation is the logic that controls how candidates progress through your hiring pipeline. Once your workflow stages are configured, the system connects them into a single continuous flow — evaluating candidates at each step and moving them forward or filtering them out based on their performance grade.
Your team only needs to step in where human judgement is genuinely needed. Everything else runs automatically.
Hiring automation is built from your workflow configuration. Make sure you've set up your job, matching strategy, prescreening, and AI interview before reviewing your automation.
1. Choose how to build your workflow
When you open the Hiring Automation tab for a job, Senseloaf prompts you to choose how to build your hiring workflow. There are two options — pick the one that fits your situation.
Here's a quick breakdown to help you decide:
| Option | Best for | What it does |
|---|---|---|
| Generate with AI | Custom or specialised roles Most flexible | AI builds a workflow tailored to your job — you define the triggers (e.g. application received), conditions (e.g. score above threshold), and actions (e.g. send prescreening). Full control over every rule. |
| Use prebuilt templates | Common roles (sales, support, engineering) Fastest to set up | Choose from a library of ready-made workflows built for typical hiring scenarios. Select one and it's applied instantly — you can still customise it afterwards. |
If you're setting up automation for the first time or hiring for a common role like Customer Success Manager, start with a prebuilt template. It gets you to a working pipeline in seconds, and you can always adjust the rules from there.
2. Understand candidate grading
Before configuring automation rules, it's important to understand how Senseloaf scores candidates. At every evaluation stage — resume matching, prescreening, AI interview — candidates are assigned a grade from A to E based on their performance. These grades are fixed across all workflows and cannot be changed.
Your automation rules are then built on top of these grades. For example, you might say "if a candidate gets A or B in resume matching, invite them to the AI interview."
These grades are consistent across every workflow and every role in Senseloaf. When you write automation rules, you're always selecting from this fixed A–E scale — which keeps your hiring logic clear and comparable across jobs.
3. Configure automation rules
Once the workflow is created, you'll land on the "Automation Rules" tab. This is where the actual logic of your hiring pipeline lives. Each rule follows a simple structure: a trigger (When), a condition (Check If), and an action (Run). Senseloaf suggests rules automatically based on your job, and you can enable, edit, add, or remove them.
Each rule is made up of three parts:
- When— the trigger that kicks the rule off, e.g. "Resume matching is completed"
- Check If— the condition based on the candidate's grade, e.g. "Matching grade = [A, B]"
- Run— the action that follows, e.g. "AI interview"
So in plain terms: when a certain event happens, check if the candidate meets a condition — and if they do, take an action automatically.
Senseloaf suggests rules automatically based on your job. You can enable them as-is, edit the grade thresholds or actions, add new rules from scratch, or delete any that don't apply. Rules are disabled by default — toggle them on when you're ready.
4. Set agent weightages
Switch to the "Agent Weightages" tab. This is where you decide how much weight each evaluation agent — Resume Matching and AI Interview — carries in the overall candidate score. The combined score from these agents is what determines a candidate's final grade and ranking.
The tab also shows you which cumulative scoring model your workflow is using — based on how many stages you've opted into.
The weightage sliders let you define how much each agent contributes to the final candidate score. In the example above, Resume Matching carries 33% of the total score while AI Interview carries 67% — meaning interview performance has more influence over who gets shortlisted.
- If your role depends heavily on real-world communication and problem-solving, give the AI interview a higher weight
- If specific credentials or past experience are critical, increase the resume matching weight
- The two weights always add up to 100% — adjusting one automatically updates the other
The "Opted journey" label on the Stage 2 card shows which scoring model your workflow is currently using. If you've configured both Resume Matching and AI Interview, Stage 2 (RM + AI) will be your active model.
5. Review and Approve
Once your rules are configured and weightages are set, you can click on "Approve" in the top right to activate the hiring workflow.
Your hiring automation is live. Every new applicant will be graded, evaluated, and moved through the pipeline automatically based on the rules you've configured.