Our story

We believe talent density is the single most important factor determining a company’s success.
In the early days, you own hiring. You interview every candidate, and decide quickly on who to hire. Over time, you have to let go. As the team grows, hiring managers become more involved in hiring for their own teams. 


At this point, most teams buy an ATS to keep tabs on candidates. The goal: clarity and structure. The tradeoff: having to manual maintain candidates and everybody on the team has to learn a clunky UI.

We believe the fastest moving teams won’t accept manually tracking candidates, copy-pasting interview notes and slowing down their team by making them learn a new tool.

That’s why, we built a new way to scale hiring with Needle.

The way current tools work, letting go means losing observability.

Customer knowledge disappears into scattered transcripts, static spreadsheets, and an ATS that stores hires but never capture why.

We believe that the best companies will be built on a deep understanding of their talent engine- that remembers every interview and keeps the reasoning behind every hiring decision. This gives every hiring manager involved in hiring at a company the ability to truly understand their hiring process and talent bar, at every stage of the the journey, from first hire to IPO.

This is what we’re building at Needle.