One of the things we hear most often from hospital recruiters is this.
After sending a review request to a hiring manager, it typically takes at least a week to hear back.
This is not a complaint about any specific hospital. It is a structural reality that almost every recruiter we have spoken with describes in the same way. The candidate is ready. The pipeline is waiting. The bottleneck is not sourcing. It is what happens after.
That is what Boundee was built to address. And this week, our first pilot test results came in.
How the Test Was Run
The test was conducted in a sandbox environment using mock data, with the recruiter working through Boundee's core workflow and providing structured feedback. The focus was not on bugs or technical completeness. It was on whether the core value proposition was landing clearly and intuitively.
What Came Back
Five core questions. All five came back at 5 out of 5.
Would having a single place to track hiring manager delays and send reminders genuinely reduce the time spent chasing people down in a real environment? 5/5.
Did sorting the candidate list by "Longest wait first" effectively help prioritize which requisitions to tackle first? 5/5.
Were candidates facing delays immediately identifiable from the SLA timeline bar alone? 5/5.
Was the purpose of the Request Review button clear without any prior explanation? 5/5.
Did Boundee make it easier to follow up on a delayed candidate compared to the previous process? 5/5.
And then the question that mattered most.
Before this pilot, after sending a review request to a hiring manager, how long did it typically take to hear back?
The answer: 1 week or more.
That is the problem we are solving. And That delay is something recruiters live with every day.
What We Need to Improve
The results were not all perfect, and that is useful.
Two clear friction points came through.
First, uncertainty after completing the To-do list. After finishing everything in the To-do tab, there was uncertainty about whether there were additional items still requiring attention. An experience that leaves someone asking "am I done?" is an experience that needs to be fixed.
Second, tasks that could not be completed within the app. From the recruiter's perspective, actions like candidate review still required switching to a laptop. The feedback noted that while recruiters typically work on laptops, the ability to complete all tasks within the app would be a valuable addition. This is a fair and important point, and it is on our roadmap.
What the Feedback Confirmed
The most meaningful line in the feedback was this.
"The app creates great value for the platform for recruiters, hiring managers, and talent acquisition managers."
Without being prompted, value was identified across all three roles. That is exactly what we set out to build.
What Comes Next
The core concept landed. The value was clear and intuitive across roles. That is what this test was designed to confirm.
From here, the work is about depth and alignment. We are focused on sharpening the user experience to reduce any remaining friction, making Boundee more tightly aligned to real clinical environments where hiring managers are on the floor rather than at a desk, and expanding integration with more ATS platforms so that Boundee can sit on top of whatever system a hospital is already running.
The foundation is there. Now we build on it.