I’ve written about Trello, the popular teak task management app designed around Kanban-style “boards” (see “Trello and Atlassian are quietly making inroads and announce new funding” and “The 2013 task management tools market”) Nimble HR is a “people operations” app that starts with a Trello-like user experience then turns into a social tool for hiring employees.
Nimble’s founder, Darren Bounds, tells me that the idea came from his experience using Trello when involved in hiring at another company. Trello worked well, but it remains a general purpose task-management tool. So Darren has built in the remaining 80 percent of the particulars of hiring.
Here’s a screenshot of the tool opened to a particular job. The various panels are the states for applicants. Note that the state changes are made by users either dragging and dropping candidates’ cards onto a panel or by automated mechanisms.
Below you can see a candidate’s card. Stacy may have initiated the process from one of the many job boards Nimble HR has partnered with, and the data from that site is mapped to the candidate card. Note that the social media handles are prepopulated by Nimble HR based on the email address. You can see that the team are sharing thoughts in the activity stream, which can be used to communicate with the applicant as well.
The usual conventions for social communication — @mentions, up votes, down votes — are supported. And the application has useful analytics for tracking progress, and other features.
Darren showed me a beta feature, which is in context video conferencing, which includes recording video sessions. These are managed in the activity stream with other artifacts, like files, chat, and state changes.
The tool integrates with others like Slack, Dropbox, Hipchat, and Google Apps.
Nimble HR is an amazingly intuitive social hiring tool, with what I think must be as close to a zero learning curve as is feasible. I expect that once Darren has rolled out a few more features — and raises some venture capital — he will start thinking about how to tackle the other parts of HR that are crying out for a new user experience.