Short answer: Jordan Metzner says Claude Code could design the back end, database schema and Lambda functions so developers get implementation specs, not just a prototype. Sam Nadler says he can apply recruiter feedback within the call.
Watch this answer from Episode 9 (starts at 7:17) · Episode 9 notes and transcript
From Episode 9: Hiring Tools, Built from Scratch, starting at 7:17.
Sam Nadler [7:17]: Yeah. Sam's ATS. Alright. So, that's it. I mean, at a and, like, what I would do with this now is I would continue to work on it, get it to a place where it's, like, pretty much exactly what I need, which I think I can do, honestly, within a couple hours. Just go through every page, make sure every button's working, make sure, it's exactly how I'd want it to be displayed, and then pass it off to our engineers. And, I don't think this is a super quick build for them to implement. It's a pretty big system. But probably within a couple months, we could have the first version, live. What do you think about that timeline? Would that be reasonable?
Jordan Metzner [7:58]: Well, I think I mean, maybe faster. Right? Like, some of the things well, I wanna I mean, maybe ask you first, but, like, before we even pass it off to engineers, how valuable is this to use as a prototype to work with the recruiting team to find, where are the paper cuts and how can we make this, like, the best version of itself. But I think, using things like Claude Code, we might be able to, design the back end, design the database structure, design what are the edge functions or Lambda functions that we need here. And so, maybe you only spent a few hours so far in building out the front end. I think if we can coalesce on, like, what are the finalized features, we probably could systematically go through and start building out the back end to the point that, like, your hand off to developers isn't here's a prototype, like, go build this for me. It's like, here's what I wanna build. Here's the front end. Here's the back end. Here's the database schema.
Jordan Metzner [8:54]: Here's the Lambda functions. Like, now you're just more talking about implementation. And maybe it's not perfect, but, it might probably save them, like, some more days and loops and whatnot.
Sam Nadler [9:03]: I think your point of showing this to recruiters who are in this tool their entire day, the iteration cycles are so fast that, just spending forty five minutes with a recruiter, the next day, another forty five minutes, I can have literally have implemented their feedback within the call. So, that's so fast. And then as you mentioned, there's a lot of we can build on the back end as well. I haven't really tried at all back end with Claude Code, but I'm assuming it's better as well.
Jordan Metzner [9:34]: Yeah. Well, I mean, first on the recruiter side, I mean, if you just, like, use something like Granola or something like that to record your call, I would just take their feedback on each page and then screenshot the page, throw it into like ChatGPT and ask it to give you like a list of feedback, for that page and then push it back to Claude Code, like trying to take advantage of best practices. I think another thing, that you can think about is, we talked a little bit about how does AI get implemented here and kind of what value does it add? Basically, rather than just replacing our current ATS, how can we use AI and a customized application to kind of take it to the next level? And then, back to your point of question on timelines, I mean, if this was a vanilla application, I mean, I hope we could build it in, a few days. If this is part of another application structure like our tracker app or something else like that, it might take, probably a few more weeks of development just because, like, that's a much larger structured app and have to build within the infrastructure of that application. But I hope it's not months away anymore, you know. I hope, things are able to go to market in days and weeks and not months and years anymore, you know. So but I think if we just really spend the time to refine each view and make it, like, the most powerful thing for the recruiting team and management and leadership, then it'd probably the value of replacing the current ATS might increase significantly. I don't know what are your thoughts there.
