Lever

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Build the recruiting system I actually need instead of Lever, with its distinguishing idea kept: **the person you approached and the person who applied belong in one pipeline.**

STACK
- Node 20+ with Fastify, server-rendered HTML
- SQLite through better-sqlite3, WAL mode, FTS5 over notes and CVs
- A worker for the outbound sending
- Caddy in front

THE DATA MODEL
- people: id, name, email, links_json, source, first_seen_at — one row per human, whatever the route in
- applications: id, person_id, job_id, origin, stage, status, at — origin is 'applied' or 'sourced'
- touches: id, person_id, kind, subject, body, sent_at, opened_at, replied_at — every outbound message
- sequences: id, name, steps_json, is_active
- enrolments: id, person_id, sequence_id, position, next_at, stopped_at, stop_reason
- stage_changes and scorecards as in any tracker, append-only

OUTBOUND, DONE WITHOUT BECOMING SPAM
- Sequences of a few steps with days between, from your own mailbox, plain text, no tracking pixel
- **Stop the whole sequence on any reply, immediately, and check before every send.** Continuing to nudge somebody who already answered is the single thing that makes a company look careless
- A hard cap per day, and never a second sequence to somebody already enrolled
- Do not contact the same person about a new role within a stated window, and record when you last did
- Under GDPR, approaching a candidate is processing their data: **record the source of every address and honour an objection permanently**, including a suppression list that survives a re-import

MERGING, THE PROBLEM THIS ARCHITECTURE CREATES
- The same person sourced in March and applying in July must become one record. Match on email, then on name plus a profile link, and offer the merge rather than performing it
- A merge moves touches and applications and keeps both histories. **Losing the note that says you spoke last year is losing the only advantage you had**

THE INBOUND HALF
- The same as any tracker: one-page application, immediate acknowledgement, a reply to everybody, structured interview kits, blind scorecards enforced on the server

NURTURE, WHICH IS THE UNDERRATED PART
- Everybody who reached a late stage and was not hired goes into a silver-medal list with the role and the reason
- When a similar role opens, that list is the first place to look. This is the highest-yield sourcing anybody has and almost nobody uses it

PRIVACY AND RETENTION
- A retention sweeper that actually deletes, consent recorded to keep somebody longer, a subject access export, and deletion that reaches attachments
- Demographic data separate, optional, never visible to a decision maker

WHAT MATTERS MOST
Stopping a sequence on reply, and merging sourced with applied. One protects your reputation; the other is why you built it this way.