Agent+ Workflow Automations

TL;DR: The upgraded Workflow Automations in GoodTime Agent+ make it easier to automate complex hiring processes end-to-end—reducing manual work, speeding up decisions, improving candidate responsiveness, and giving teams greater control and consistency across their pipeline.

The following video provides a demo of these new features. Also listed below are summaries of the workflow automation actions available to users of GoodTime's Agent+ feature:

1) New Automated Workflow Builder (Revamped UX + More Power)

A redesigned Workflow Automations experience with a new look and feel and significantly expanded capability. Historically, workflow automations were limited (e.g., one workflow per stage, one action per workflow). The new builder removes those constraints, allowing multiple workflows per stage and multiple actions per workflow, with a consistent editing experience whether you manage workflows inside Job Pipeline or the Automations area.

This was built to let teams automate more of the hiring workflow end-to-end without relying on manual coordinator effort. It supports more sophisticated, real-world processes (where multiple things should happen at once or different actions should occur depending on outcomes), while keeping configuration accessible to ops teams.

2) Conditional Logic in Automations (IF/THEN style rules)

A major expansion in workflow power is the introduction of conditional logic. Instead of workflows firing “for everyone,” you can now define rules that determine when actions should execute (e.g., only if interview feedback meets certain thresholds). For example, an automation can trigger only when “all scorecards are ≥ Yes,” or handle different paths for candidates marked “Not recommended” vs. “Review.”

This was built to help teams standardize decision-making and speed up workflows while still respecting nuance. Conditional logic reduces manual sorting, helps hiring teams move quickly on strong candidates, and creates more consistent handling of edge cases—especially valuable when your pipeline is high volume or when consistency is required across many teams.

3) New Automation Trigger: “All Scorecards Complete”

GoodTime introduced a new automation trigger that fires when all scorecards are completed for a candidate at a given stage. This enables downstream automation the moment hiring feedback is fully captured—without waiting on a coordinator to check completeness or chase interviewers manually.

This was built to tighten feedback loops and reduce time-to-decision. The practical value is faster candidate movement, fewer stalled candidates, and less operational overhead for TA teams—especially in fast-moving hiring environments where delays can cost you top talent.

4) New Automation Actions: Candidate Recommendation Buckets, Move Stage, Cancel Roundups

The webinar highlighted multiple new workflow actions, including the ability to set candidate recommendation (Recommended / Review / Not Recommended), automatically move a candidate to the next stage based on feedback, and even cancel roundups when they’re no longer needed. The “recommendation buckets” also show clearly within Job Pipeline, helping teams quickly visualize who is strong, who needs review, and who should be dispositioned.

These actions were built to reduce coordination work and improve interviewer time efficiency. For example, canceling roundups prevents unnecessary meetings when the team already has enough signal, while recommendation bucketing helps hiring managers quickly focus attention where it matters. Together, these actions help teams move faster, reduce wasted effort, and keep the pipeline flowing.

5) Candidate Messaging Enhancements: Multi-Channel + Drip Campaigns + Business Hours

GoodTime also demonstrated enhancements to candidate messaging within workflows, including support for sending messages via SMS, WhatsApp, or email, with fallback behavior (e.g., if a candidate opts out of SMS, send email instead). The automation builder also supports message timing controls (such as sending only within business hours) and drip campaigns—follow-up nudges that trigger only if the candidate doesn’t respond or doesn’t take an expected action (like providing availability).

This was built to address one of the most common operational challenges: non-responsive candidates and slow scheduling cycles. Multi-channel messaging and automated follow-ups help meet candidates where they are, reduce drop-off, and keep processes moving—without coordinators manually chasing responses across multiple touchpoints.