I started my last job search the way most people do: a spreadsheet. Company, role, date applied, status. It worked for about two weeks, until I had a recruiter call about a role I'd forgotten I applied to, no record of what she'd told me, and no idea whether I'd already followed up.
The spreadsheet wasn't wrong. It just wasn't tracking the thing that actually decides whether a search goes well: the people. Recruiters you talk to more than once. Interviewers whose names you'll need again at the next round. The three days that turn a warm lead cold if nobody follows up. None of that fits in a status column.
What a job search actually needs
A job search isn't a list of postings, it's a set of relationships moving through stages at different speeds. Pipeline tracks it that way: every recruiter gets a real contact record — name, agency, LinkedIn, email, phone, notes — linked to the exact job they're recruiting for. Every stage change is a moment worth capturing, not just a column you drag a card into.
The other half of the problem is deciding what's worth your time in the first place. Pipeline scans applicant-tracking systems directly for open roles, then scores your fit against your own CV — 0.0 to 5.0, with a full report on where you match, where you don't, and what to bring up in the interview. You know whether a role is worth the evening before you spend it on the application.
Where it stands today
Pipeline is in a closed beta right now, capped at 100 seats and reviewed by hand. That's deliberate: the thing I care about most at this stage is whether the tool actually changes how a search feels, and the only way to find that out is to watch real searches run through it and fix what's wrong. There's no ticket system. Feedback goes straight to me, and the fixes that come out of it usually ship the same week.
If that sounds useful, the request-access form on the homepage is the way in. If you've already got access and something's broken or missing, the contact page goes to the same inbox.