Vibecode Greenhouse
track this build5 steps, step by step0%NOT REALLY · don't bother
An agent can absolutely build you a candidate tracker: stages, notes, a Kanban board, a scorecard form. That is maybe five percent of what Greenhouse is being paid for. The rest is job board syndication, a hosted careers page that survives traffic, interview scheduling against a dozen calendars, structured interview kits, permissioned access for hiring managers who are not you, audit trails, EEOC and OFCCP reporting, GDPR retention and deletion workflows, and a very long tail of HRIS and background check integrations. Hiring is also one of the most litigated processes in a company, which means the boring parts (who saw what, when, and what got deleted) are the product. Solo or two-person hiring is genuinely fine on a DIY tracker; anything with a legal surface is not.
the project pack4 files · fastest path to a working personal build
You are building a lean indie version of Greenhouse. Create the following project files first, then implement the application by following them. Keep the files updated as decisions change. Do not collapse this into a single README or prompt. ===== README.md ===== # Greenhouse indie build ## Goal Build the smallest trustworthy replacement for the core Greenhouse workflow for one developer or a tiny team. ## Scope A local applicant tracker: add roles, drag candidates through stages, attach resumes and notes, and fill structured scorecards, all in one SQLite file. ## Quick start 1. Install the documented dependencies. 2. Copy `.env.example` to `.env`. 3. Run the development command chosen during implementation. 4. Complete the acceptance checks in `BUILD_PLAN.md`. ## Honest limits This build deliberately does not replace: - Job board syndication and a hosted careers page candidates can find - Interview scheduling that reads real interviewer calendars - Multi-user permissions, so hiring managers can review without seeing everything - Compliance scaffolding: EEOC/OFCCP reporting, consent capture, GDPR retention and deletion, audit logs - Integrations with HRIS, background checks, assessments, and every recruiter tool your team already uses If those capabilities are essential, use Greenhouse instead of pretending the gap is solved. ===== AGENTS.md ===== # Agent instructions - Optimize for a working, understandable weekend build. - Prefer the fewest moving parts that satisfy the brief. - Do not invent cryptography, security guarantees, APIs, or compliance claims. - Keep secrets out of source control and logs. - Add focused tests for destructive, security-sensitive, and data-loss paths. - Run the project checks before declaring the build complete. - Record any deliberate shortcut in the README under "Tradeoffs". ===== BUILD_PLAN.md ===== # Build plan ## Original build brief Build a local-only applicant tracker for a solo or two-person hiring pipeline. No cloud, no accounts, no telemetry. Stack, non-negotiable: - Next.js 15, App Router, TypeScript, Tailwind. - SQLite via better-sqlite3, single file at ./data/ats.db. Schema in migrations run at boot. - Resume/attachment files stored on local disk under ./data/files, referenced by path in the DB. - No auth. This runs on localhost for one person. Data model: - roles: title, team, status (open/closed), created_at, notes markdown. - candidates: name, email, phone, source (referral/inbound/outbound/agency), role_id, stage, created_at, archived_at nullable. - stages are per-role and ordered: default Applied, Screen, Interview, Onsite, Offer, Hired, Rejected. - notes: candidate_id, body markdown, created_at. - scorecards: candidate_id, interview_name, per-attribute rating 1-4, overall recommendation (strong no/no/yes/strong yes), free text, created_at. - attachments: candidate_id, filename, path, uploaded_at. - events: append-only log of every stage change and field edit with timestamp. Never delete rows here. UI: - /roles list, /roles/[id] shows a Kanban board of that role's stages with drag and drop between columns. - /candidates/[id] is the main screen: header with name, role, stage, source; tabs for Notes, Scorecards, Attachments, History (from events). - Global search across candidate name, email, and note bodies. Use SQLite FTS5. - Quick add: paste a name and email, pick a role, done in one modal. - A per-role funnel count strip: how many in each stage, and median days in stage. Also include: - Structured interview kits: per-role, define a named interview with 3-6 attributes to rate. Scorecards are created from a kit so ratings stay comparable. - CSV export of all candidates and scorecards, and a JSON dump of the whole DB. - A retention helper: a page listing candidates archived more than N days ago with a one-click purge that deletes their files and PII but keeps an anonymized events row. Default N in .env. Explicitly out of scope, do not build or stub: - Email sending, calendar scheduling, job board posting, a public careers page, multi-user permissions, any OAuth. Deliver a README with setup, `npm run dev`, and a seed script that creates two roles and eight fake candidates. Secrets and config in .env.example. ## Required capabilities - Node 20+ and a place to run it (localhost is fine) - Somewhere to put resume files (local disk) - Your own inbox for actually talking to candidates ## Delivery order 1. Scaffold the smallest runnable application and document its commands. 2. Implement the primary data model and core workflow. 3. Add validation, safe failure states, and persistence. 4. Cover the critical path with automated tests. 5. Exercise a clean install from the README and fix every missing step. ## Done when - A new user can go from clone to first successful workflow using only the README. - The core workflow works without paid infrastructure unless the brief requires it. - Tests cover the highest-risk behavior. - Known limitations are explicit rather than hidden. ===== .env.example ===== # Copy to .env and document every variable when it is introduced. # Never put real credentials in this file. APP_ENV=development # Add only values required by the selected implementation.
You are building a lean indie version of Greenhouse. Create the following project files first, then implement the application by following them. Keep the files updated as decisions change. Do not collapse this into a single README or prompt. ===== README.md ===== # Greenhouse indie build ## Goal Build the smallest trustworthy replacement for the core Greenhouse workflow for one developer or a tiny team. ## Scope A local applicant tracker: add roles, drag candidates through stages, attach resumes and notes, and fill structured scorecards, all in one SQLite file. ## Quick start 1. Install the documented dependencies. 2. Copy `.env.example` to `.env`. 3. Run the development command chosen during implementation. 4. Complete the acceptance checks in `BUILD_PLAN.md`. ## Honest limits This build deliberately does not replace: - Job board syndication and a hosted careers page candidates can find - Interview scheduling that reads real interviewer calendars - Multi-user permissions, so hiring managers can review without seeing everything - Compliance scaffolding: EEOC/OFCCP reporting, consent capture, GDPR retention and deletion, audit logs - Integrations with HRIS, background checks, assessments, and every recruiter tool your team already uses If those capabilities are essential, use Greenhouse instead of pretending the gap is solved. ===== AGENTS.md ===== # Agent instructions - Optimize for a working, understandable weekend build. - Prefer the fewest moving parts that satisfy the brief. - Do not invent cryptography, security guarantees, APIs, or compliance claims. - Keep secrets out of source control and logs. - Add focused tests for destructive, security-sensitive, and data-loss paths. - Run the project checks before declaring the build complete. - Record any deliberate shortcut in the README under "Tradeoffs". ===== BUILD_PLAN.md ===== # Build plan ## Original build brief Build a local-only applicant tracker for a solo or two-person hiring pipeline. No cloud, no accounts, no telemetry. Stack, non-negotiable: - Next.js 15, App Router, TypeScript, Tailwind. - SQLite via better-sqlite3, single file at ./data/ats.db. Schema in migrations run at boot. - Resume/attachment files stored on local disk under ./data/files, referenced by path in the DB. - No auth. This runs on localhost for one person. Data model: - roles: title, team, status (open/closed), created_at, notes markdown. - candidates: name, email, phone, source (referral/inbound/outbound/agency), role_id, stage, created_at, archived_at nullable. - stages are per-role and ordered: default Applied, Screen, Interview, Onsite, Offer, Hired, Rejected. - notes: candidate_id, body markdown, created_at. - scorecards: candidate_id, interview_name, per-attribute rating 1-4, overall recommendation (strong no/no/yes/strong yes), free text, created_at. - attachments: candidate_id, filename, path, uploaded_at. - events: append-only log of every stage change and field edit with timestamp. Never delete rows here. UI: - /roles list, /roles/[id] shows a Kanban board of that role's stages with drag and drop between columns. - /candidates/[id] is the main screen: header with name, role, stage, source; tabs for Notes, Scorecards, Attachments, History (from events). - Global search across candidate name, email, and note bodies. Use SQLite FTS5. - Quick add: paste a name and email, pick a role, done in one modal. - A per-role funnel count strip: how many in each stage, and median days in stage. Also include: - Structured interview kits: per-role, define a named interview with 3-6 attributes to rate. Scorecards are created from a kit so ratings stay comparable. - CSV export of all candidates and scorecards, and a JSON dump of the whole DB. - A retention helper: a page listing candidates archived more than N days ago with a one-click purge that deletes their files and PII but keeps an anonymized events row. Default N in .env. Explicitly out of scope, do not build or stub: - Email sending, calendar scheduling, job board posting, a public careers page, multi-user permissions, any OAuth. Deliver a README with setup, `npm run dev`, and a seed script that creates two roles and eight fake candidates. Secrets and config in .env.example. ## Required capabilities - Node 20+ and a place to run it (localhost is fine) - Somewhere to put resume files (local disk) - Your own inbox for actually talking to candidates ## Delivery order 1. Scaffold the smallest runnable application and document its commands. 2. Implement the primary data model and core workflow. 3. Add validation, safe failure states, and persistence. 4. Cover the critical path with automated tests. 5. Exercise a clean install from the README and fix every missing step. ## Done when - A new user can go from clone to first successful workflow using only the README. - The core workflow works without paid infrastructure unless the brief requires it. - Tests cover the highest-risk behavior. - Known limitations are explicit rather than hidden. ===== .env.example ===== # Copy to .env and document every variable when it is introduced. # Never put real credentials in this file. APP_ENV=development # Add only values required by the selected implementation.
You are building a production product version of Greenhouse. Create the following project files first, then implement the application by following them. Keep the files updated as decisions change. Do not collapse this into a single README or prompt. ===== PRODUCT.md ===== # Greenhouse product brief ## Problem An agent can absolutely build you a candidate tracker: stages, notes, a Kanban board, a scorecard form. That is maybe five percent of what Greenhouse is being paid for. The rest is job board syndication, a hosted careers page that survives traffic, interview scheduling against a dozen calendars, structured interview kits, permissioned access for hiring managers who are not you, audit trails, EEOC and OFCCP reporting, GDPR retention and deletion workflows, and a very long tail of HRIS and background check integrations. Hiring is also one of the most litigated processes in a company, which means the boring parts (who saw what, when, and what got deleted) are the product. Solo or two-person hiring is genuinely fine on a DIY tracker; anything with a legal surface is not. ## Product outcome A local applicant tracker: add roles, drag candidates through stages, attach resumes and notes, and fill structured scorecards, all in one SQLite file. ## Target user A serious builder who needs a maintainable product foundation rather than a one-off demo. ## Required capabilities - Node 20+ and a place to run it (localhost is fine) - Somewhere to put resume files (local disk) - Your own inbox for actually talking to candidates ## Explicit non-goals for v1 - Job board syndication and a hosted careers page candidates can find - Interview scheduling that reads real interviewer calendars - Multi-user permissions, so hiring managers can review without seeing everything - Compliance scaffolding: EEOC/OFCCP reporting, consent capture, GDPR retention and deletion, audit logs - Integrations with HRIS, background checks, assessments, and every recruiter tool your team already uses ## Success criteria - The primary workflow is measurable end to end. - Setup is reproducible in a clean environment. - Failure, recovery, and support paths are documented. - Product claims match what the implementation actually guarantees. ===== ARCHITECTURE.md ===== # Architecture ## Starting brief Build a local-only applicant tracker for a solo or two-person hiring pipeline. No cloud, no accounts, no telemetry. Stack, non-negotiable: - Next.js 15, App Router, TypeScript, Tailwind. - SQLite via better-sqlite3, single file at ./data/ats.db. Schema in migrations run at boot. - Resume/attachment files stored on local disk under ./data/files, referenced by path in the DB. - No auth. This runs on localhost for one person. Data model: - roles: title, team, status (open/closed), created_at, notes markdown. - candidates: name, email, phone, source (referral/inbound/outbound/agency), role_id, stage, created_at, archived_at nullable. - stages are per-role and ordered: default Applied, Screen, Interview, Onsite, Offer, Hired, Rejected. - notes: candidate_id, body markdown, created_at. - scorecards: candidate_id, interview_name, per-attribute rating 1-4, overall recommendation (strong no/no/yes/strong yes), free text, created_at. - attachments: candidate_id, filename, path, uploaded_at. - events: append-only log of every stage change and field edit with timestamp. Never delete rows here. UI: - /roles list, /roles/[id] shows a Kanban board of that role's stages with drag and drop between columns. - /candidates/[id] is the main screen: header with name, role, stage, source; tabs for Notes, Scorecards, Attachments, History (from events). - Global search across candidate name, email, and note bodies. Use SQLite FTS5. - Quick add: paste a name and email, pick a role, done in one modal. - A per-role funnel count strip: how many in each stage, and median days in stage. Also include: - Structured interview kits: per-role, define a named interview with 3-6 attributes to rate. Scorecards are created from a kit so ratings stay comparable. - CSV export of all candidates and scorecards, and a JSON dump of the whole DB. - A retention helper: a page listing candidates archived more than N days ago with a one-click purge that deletes their files and PII but keeps an anonymized events row. Default N in .env. Explicitly out of scope, do not build or stub: - Email sending, calendar scheduling, job board posting, a public careers page, multi-user permissions, any OAuth. Deliver a README with setup, `npm run dev`, and a seed script that creates two roles and eight fake candidates. Secrets and config in .env.example. ## Boundaries Separate the product into replaceable modules for interface, application logic, persistence, external integrations, and operational concerns. Keep domain logic independent from delivery frameworks and vendors. ## Production baseline - Configuration: validated at startup with safe local defaults where possible. - Security: least privilege, input validation, secret redaction, rate limits on abuse-prone paths, and no invented security primitives. - Data: explicit schema and migrations, transactional writes where integrity matters, backup and restore instructions. - Integrations: adapters around third-party providers, idempotent webhook or job processing, bounded retries, and timeouts. - Observability: structured logs with request or operation IDs, an error-tracking hook, and health/readiness checks where a server exists. - Quality: unit tests for domain rules, integration tests at module boundaries, and one end-to-end critical-path test. ## Decision records For each major dependency, document why it was chosen, its failure mode, and how it can be replaced. Do not introduce infrastructure until a requirement justifies it. ===== AGENTS.md ===== # Agent instructions - Read `PRODUCT.md` and `ARCHITECTURE.md` before changing code. - Implement milestone by milestone; keep each change reviewable and leave the application runnable. - Treat authentication, payments, encryption, imports, webhooks, and destructive actions as high-risk boundaries when present. - Never invent cryptography or silently weaken a requirement to make a test pass. - Use provider interfaces for external services and deterministic fakes in tests. - Add migrations and rollback or recovery notes for persistent data changes. - Log useful operational context without credentials, tokens, passwords, or personal data. - Update documentation and run all checks before completing a milestone. ===== MILESTONES.md ===== # Delivery milestones ## M0 — Decisions and scaffold - Confirm the runtime, persistence model, threat boundaries, and deployment target. - Create a reproducible local environment and continuous checks. ## M1 — Core workflow - Implement the smallest end-to-end product path with validation and tests. - Keep integrations behind interfaces. ## M2 — Trust layer - Add secure failure behavior, recovery paths, audit-relevant events, and data safeguards. - Test abuse cases and destructive operations. ## M3 — Operability - Add structured logs, error reporting hooks, health signals, backup/restore documentation, and deployment configuration. ## M4 — Release gate - Run a clean-install test, critical-path end-to-end test, dependency review, and documented rollback exercise. - Compare the shipped behavior with `PRODUCT.md` and publish remaining limitations. ===== OPERATIONS.md ===== # Operations ## Before release - Validate configuration and secrets at startup. - Define backup, restore, and rollback procedures and test them. - Document logs, error tracking, health signals, and alert ownership. - Set dependency update and vulnerability review expectations. ## Incident checklist 1. Contain the issue without destroying evidence or user data. 2. Record the timeline and affected scope. 3. Rotate exposed secrets and revoke compromised sessions or credentials. 4. Restore from a verified source when needed. 5. Document the root cause, remediation, and regression test. ## Launch constraint Do not market omitted Greenhouse capabilities as implemented. The v1 non-goals in `PRODUCT.md` remain user-visible limitations until they are deliberately delivered.
README.md
# Greenhouse indie build ## Goal Build the smallest trustworthy replacement for the core Greenhouse workflow for one developer or a tiny team. ## Scope A local applicant tracker: add roles, drag candidates through stages, attach resumes and notes, and fill structured scorecards, all in one SQLite file. ## Quick start 1. Install the documented dependencies. 2. Copy `.env.example` to `.env`. 3. Run the development command chosen during implementation. 4. Complete the acceptance checks in `BUILD_PLAN.md`. ## Honest limits This build deliberately does not replace: - Job board syndication and a hosted careers page candidates can find - Interview scheduling that reads real interviewer calendars - Multi-user permissions, so hiring managers can review without seeing everything - Compliance scaffolding: EEOC/OFCCP reporting, consent capture, GDPR retention and deletion, audit logs - Integrations with HRIS, background checks, assessments, and every recruiter tool your team already uses If those capabilities are essential, use Greenhouse instead of pretending the gap is solved.
AGENTS.md
# Agent instructions - Optimize for a working, understandable weekend build. - Prefer the fewest moving parts that satisfy the brief. - Do not invent cryptography, security guarantees, APIs, or compliance claims. - Keep secrets out of source control and logs. - Add focused tests for destructive, security-sensitive, and data-loss paths. - Run the project checks before declaring the build complete. - Record any deliberate shortcut in the README under "Tradeoffs".
BUILD_PLAN.md
# Build plan ## Original build brief Build a local-only applicant tracker for a solo or two-person hiring pipeline. No cloud, no accounts, no telemetry. Stack, non-negotiable: - Next.js 15, App Router, TypeScript, Tailwind. - SQLite via better-sqlite3, single file at ./data/ats.db. Schema in migrations run at boot. - Resume/attachment files stored on local disk under ./data/files, referenced by path in the DB. - No auth. This runs on localhost for one person. Data model: - roles: title, team, status (open/closed), created_at, notes markdown. - candidates: name, email, phone, source (referral/inbound/outbound/agency), role_id, stage, created_at, archived_at nullable. - stages are per-role and ordered: default Applied, Screen, Interview, Onsite, Offer, Hired, Rejected. - notes: candidate_id, body markdown, created_at. - scorecards: candidate_id, interview_name, per-attribute rating 1-4, overall recommendation (strong no/no/yes/strong yes), free text, created_at. - attachments: candidate_id, filename, path, uploaded_at. - events: append-only log of every stage change and field edit with timestamp. Never delete rows here. UI: - /roles list, /roles/[id] shows a Kanban board of that role's stages with drag and drop between columns. - /candidates/[id] is the main screen: header with name, role, stage, source; tabs for Notes, Scorecards, Attachments, History (from events). - Global search across candidate name, email, and note bodies. Use SQLite FTS5. - Quick add: paste a name and email, pick a role, done in one modal. - A per-role funnel count strip: how many in each stage, and median days in stage. Also include: - Structured interview kits: per-role, define a named interview with 3-6 attributes to rate. Scorecards are created from a kit so ratings stay comparable. - CSV export of all candidates and scorecards, and a JSON dump of the whole DB. - A retention helper: a page listing candidates archived more than N days ago with a one-click purge that deletes their files and PII but keeps an anonymized events row. Default N in .env. Explicitly out of scope, do not build or stub: - Email sending, calendar scheduling, job board posting, a public careers page, multi-user permissions, any OAuth. Deliver a README with setup, `npm run dev`, and a seed script that creates two roles and eight fake candidates. Secrets and config in .env.example. ## Required capabilities - Node 20+ and a place to run it (localhost is fine) - Somewhere to put resume files (local disk) - Your own inbox for actually talking to candidates ## Delivery order 1. Scaffold the smallest runnable application and document its commands. 2. Implement the primary data model and core workflow. 3. Add validation, safe failure states, and persistence. 4. Cover the critical path with automated tests. 5. Exercise a clean install from the README and fix every missing step. ## Done when - A new user can go from clone to first successful workflow using only the README. - The core workflow works without paid infrastructure unless the brief requires it. - Tests cover the highest-risk behavior. - Known limitations are explicit rather than hidden.
.env.example
# Copy to .env and document every variable when it is introduced. # Never put real credentials in this file. APP_ENV=development # Add only values required by the selected implementation.
PRODUCT.md
# Greenhouse product brief ## Problem An agent can absolutely build you a candidate tracker: stages, notes, a Kanban board, a scorecard form. That is maybe five percent of what Greenhouse is being paid for. The rest is job board syndication, a hosted careers page that survives traffic, interview scheduling against a dozen calendars, structured interview kits, permissioned access for hiring managers who are not you, audit trails, EEOC and OFCCP reporting, GDPR retention and deletion workflows, and a very long tail of HRIS and background check integrations. Hiring is also one of the most litigated processes in a company, which means the boring parts (who saw what, when, and what got deleted) are the product. Solo or two-person hiring is genuinely fine on a DIY tracker; anything with a legal surface is not. ## Product outcome A local applicant tracker: add roles, drag candidates through stages, attach resumes and notes, and fill structured scorecards, all in one SQLite file. ## Target user A serious builder who needs a maintainable product foundation rather than a one-off demo. ## Required capabilities - Node 20+ and a place to run it (localhost is fine) - Somewhere to put resume files (local disk) - Your own inbox for actually talking to candidates ## Explicit non-goals for v1 - Job board syndication and a hosted careers page candidates can find - Interview scheduling that reads real interviewer calendars - Multi-user permissions, so hiring managers can review without seeing everything - Compliance scaffolding: EEOC/OFCCP reporting, consent capture, GDPR retention and deletion, audit logs - Integrations with HRIS, background checks, assessments, and every recruiter tool your team already uses ## Success criteria - The primary workflow is measurable end to end. - Setup is reproducible in a clean environment. - Failure, recovery, and support paths are documented. - Product claims match what the implementation actually guarantees.
ARCHITECTURE.md
# Architecture ## Starting brief Build a local-only applicant tracker for a solo or two-person hiring pipeline. No cloud, no accounts, no telemetry. Stack, non-negotiable: - Next.js 15, App Router, TypeScript, Tailwind. - SQLite via better-sqlite3, single file at ./data/ats.db. Schema in migrations run at boot. - Resume/attachment files stored on local disk under ./data/files, referenced by path in the DB. - No auth. This runs on localhost for one person. Data model: - roles: title, team, status (open/closed), created_at, notes markdown. - candidates: name, email, phone, source (referral/inbound/outbound/agency), role_id, stage, created_at, archived_at nullable. - stages are per-role and ordered: default Applied, Screen, Interview, Onsite, Offer, Hired, Rejected. - notes: candidate_id, body markdown, created_at. - scorecards: candidate_id, interview_name, per-attribute rating 1-4, overall recommendation (strong no/no/yes/strong yes), free text, created_at. - attachments: candidate_id, filename, path, uploaded_at. - events: append-only log of every stage change and field edit with timestamp. Never delete rows here. UI: - /roles list, /roles/[id] shows a Kanban board of that role's stages with drag and drop between columns. - /candidates/[id] is the main screen: header with name, role, stage, source; tabs for Notes, Scorecards, Attachments, History (from events). - Global search across candidate name, email, and note bodies. Use SQLite FTS5. - Quick add: paste a name and email, pick a role, done in one modal. - A per-role funnel count strip: how many in each stage, and median days in stage. Also include: - Structured interview kits: per-role, define a named interview with 3-6 attributes to rate. Scorecards are created from a kit so ratings stay comparable. - CSV export of all candidates and scorecards, and a JSON dump of the whole DB. - A retention helper: a page listing candidates archived more than N days ago with a one-click purge that deletes their files and PII but keeps an anonymized events row. Default N in .env. Explicitly out of scope, do not build or stub: - Email sending, calendar scheduling, job board posting, a public careers page, multi-user permissions, any OAuth. Deliver a README with setup, `npm run dev`, and a seed script that creates two roles and eight fake candidates. Secrets and config in .env.example. ## Boundaries Separate the product into replaceable modules for interface, application logic, persistence, external integrations, and operational concerns. Keep domain logic independent from delivery frameworks and vendors. ## Production baseline - Configuration: validated at startup with safe local defaults where possible. - Security: least privilege, input validation, secret redaction, rate limits on abuse-prone paths, and no invented security primitives. - Data: explicit schema and migrations, transactional writes where integrity matters, backup and restore instructions. - Integrations: adapters around third-party providers, idempotent webhook or job processing, bounded retries, and timeouts. - Observability: structured logs with request or operation IDs, an error-tracking hook, and health/readiness checks where a server exists. - Quality: unit tests for domain rules, integration tests at module boundaries, and one end-to-end critical-path test. ## Decision records For each major dependency, document why it was chosen, its failure mode, and how it can be replaced. Do not introduce infrastructure until a requirement justifies it.
AGENTS.md
# Agent instructions - Read `PRODUCT.md` and `ARCHITECTURE.md` before changing code. - Implement milestone by milestone; keep each change reviewable and leave the application runnable. - Treat authentication, payments, encryption, imports, webhooks, and destructive actions as high-risk boundaries when present. - Never invent cryptography or silently weaken a requirement to make a test pass. - Use provider interfaces for external services and deterministic fakes in tests. - Add migrations and rollback or recovery notes for persistent data changes. - Log useful operational context without credentials, tokens, passwords, or personal data. - Update documentation and run all checks before completing a milestone.
MILESTONES.md
# Delivery milestones ## M0 — Decisions and scaffold - Confirm the runtime, persistence model, threat boundaries, and deployment target. - Create a reproducible local environment and continuous checks. ## M1 — Core workflow - Implement the smallest end-to-end product path with validation and tests. - Keep integrations behind interfaces. ## M2 — Trust layer - Add secure failure behavior, recovery paths, audit-relevant events, and data safeguards. - Test abuse cases and destructive operations. ## M3 — Operability - Add structured logs, error reporting hooks, health signals, backup/restore documentation, and deployment configuration. ## M4 — Release gate - Run a clean-install test, critical-path end-to-end test, dependency review, and documented rollback exercise. - Compare the shipped behavior with `PRODUCT.md` and publish remaining limitations.
OPERATIONS.md
# Operations ## Before release - Validate configuration and secrets at startup. - Define backup, restore, and rollback procedures and test them. - Document logs, error tracking, health signals, and alert ownership. - Set dependency update and vulnerability review expectations. ## Incident checklist 1. Contain the issue without destroying evidence or user data. 2. Record the timeline and affected scope. 3. Rotate exposed secrets and revoke compromised sessions or credentials. 4. Restore from a verified source when needed. 5. Document the root cause, remediation, and regression test. ## Launch constraint Do not market omitted Greenhouse capabilities as implemented. The v1 non-goals in `PRODUCT.md` remain user-visible limitations until they are deliberately delivered.
$ choose a build depth, inspect the files, then open the complete pack in your agent · this prompt is generated from the build plan · improve it via PR
Because hiring is a multiplayer, legally observed process and a personal tracker is single player. The moment a hiring manager, a recruiter, a coordinator, and an external agency all need scoped access to the same pipeline, and the moment someone asks for adverse impact numbers or a candidate exercises a deletion request, the DIY build stops being a tracker and starts being an unfunded compliance project. Greenhouse also sits at the center of the recruiting tool graph: sourcing extensions, assessments, scheduling, background checks, and the HRIS all assume it exists. Ripping it out means rebuilding those seams by hand.
xJob board syndication and a hosted careers page candidates can find
xInterview scheduling that reads real interviewer calendars
xMulti-user permissions, so hiring managers can review without seeing everything
xCompliance scaffolding: EEOC/OFCCP reporting, consent capture, GDPR retention and deletion, audit logs
xIntegrations with HRIS, background checks, assessments, and every recruiter tool your team already uses
Nothing worth pointing at. That's why the prompt exists.
share on X ↗"I just replaced Greenhouse with one prompt"
Vibecode Greenhouse
Not really. Greenhouse's value is not the code: The moat is everything that shows up when hiring becomes multiplayer and legally observed: permissions, audit trails, retention rules, and the integration graph every recruiter tool assumes. See the honest breakdown above.
How much does Greenhouse cost?
Greenhouse's pricing is usage-based or varies by plan · Greenhouse states cost depends on plan tier, hiring volume, organizational complexity, and features required; you must request a demo or contact sales..
What do I lose by replacing Greenhouse?
Honestly: Job board syndication and a hosted careers page candidates can find; Interview scheduling that reads real interviewer calendars; Multi-user permissions, so hiring managers can review without seeing everything; Compliance scaffolding: EEOC/OFCCP reporting, consent capture, GDPR retention and deletion, audit logs; Integrations with HRIS, background checks, assessments, and every recruiter tool your team already uses. If any of those are load-bearing for you, keep paying.
Is there an open-source alternative to Greenhouse?
No mature open-source alternative worth pointing at, which is exactly why the one-shot prompt on this page exists.