Say "tech stack" and most people picture engineers. Code, frameworks, servers humming somewhere out of sight.

But a tech stack isn't only an engineering thing, but rather the set of tools a company runs on to do its actual work. For a recruitment and HR partner like us, that means everything we use to find people, assess them, move them through a process, and keep clients genuinely in the loop. Less about technology. More about how the work gets done.

So here's ours. Not every login and license (that part is boring), but the tools that actually shape how Amby operates, grouped by the job they do.

Finding the right people

Recruitment starts with sourcing, and most of ours runs through LinkedIn Recruiter. It's our primary tool for finding talent and posting roles, and it carries the bulk of the outreach.

But good candidates aren't only on LinkedIn. We use X-Ray Search to reach the corners of the web that standard search misses, GitHub when we're sourcing developers, and Behance when a role needs a designer with a portfolio worth looking at. For roles based in Norway, ads go up on Finn.no, the country's main job board.

Different roles and different places people actually are. The point isn't to be everywhere, but to be in the right place for who you're trying to reach.

Assessing without guessing

Liking someone in an interview is easy. Knowing whether they can do the job is the hard part.

That's where Fairsight comes in. It's our assessment provider (and partner) with standardized, data-driven tests, and we use it to evaluate skills, ability, and behavior on something firmer than a gut feeling. Structured screenings (usually over Google Meet, with calls transcribed by Mentr.ai so nothing important slips) keep every candidate measured against the same bar.

The goal is a fairer read on each person with less bias, and more evidence.

Moving people through the process

Every candidate, every stage, in one place. That's the job of an Applicant Tracking System (ATS), and ours is Teamtailor. It's where the whole recruitment process lives, so nothing falls through the cracks and clients can see exactly where things stand.

And because no one wants to trade six emails just to find a meeting slot, we keep scheduling friction-free with a handful of booking tools (Calendly, YouCanBookMe, Outlook Booking Page, and Google Appointment Scheduler). Different clients live in different calendars, so we meet them in theirs.

How the team works together

A distributed team needs a shared brain, and a few tools do that work. Slack is where the day-to-day happens (questions, updates, the occasional gif). Google Workspace handles the basics (docs, the odd spreadsheet), though we lean on it less than most. Notion is our documentation and project home, the place processes get written down so they don't only live in one person's head. Notion AI does the rest. Getting someone up to speed on a project, a handover, or a doc in minutes, and a good chunk of our thinking-with-LLMs happens there too. When we'd rather show an idea than explain it, we work in Miro and Lovable with a quick sketch, a mockup, somewhere to think out loud. Quick walkthroughs get recorded in Loom, the kind that save a meeting.

On the marketing side, content gets built in Canva, Figma, and Adobe, and we gather feedback through Typeform and Tally.

The foundation underneath everything

Some tools you never notice until they're gone. BambooHR holds the people side (employee info, time off, the org chart), and Leapsome runs performance, feedback, and one-to-ones. The numbers live in PowerOffice Go for accounting and Power BI for turning budgets, revenue, and targets into something you can read at a glance. And 1Password keeps every login secure and shareable, without passwords flying around in DMs.

Then Claude, our AI layer for research, writing, and analysis across recruitment, sales, and admin. Used well, it gives a lean team the output of a much bigger one. We landed on it after a year of testing more or less… well, everything. It produced the cleanest output on the text-heavy work we do most, the heaviest AI users on the team kept recommending it, and its skills and plugins replaced tools we used to run separately. If you want the full reasoning for us choosing Claude, our COO, Esben, made the case in our AI newsletter, AI in the People Function (you have sign up for it here).

The point isn't the tools

None of these earns a place on its own. A stack isn't a trophy cabinet of logos, but a set of decisions about how you want to work, and what you refuse to leave to chance.

Ours is built around one idea. Find the right people, assess them fairly, and keep everyone (candidates and clients) actually in the loop. Here is a quick recap of what tools we use and when:

Sourcing and screening

• X-Ray Search

• GitHub

• Behance

• Finn.no

• LinkedIn Recruiter

• Teamtailor

• Mentr.ai

Assessment

• Fairsight

Communication and documentation (project management)

• Notion (with Notion AI)

• Slack

• G-Suite

Design and content

• Canva

• Figma

• Adobe

Feedback

• Typeform

• Tally

Ideation

• Lovable

• Loom

• Miro

People and performance

• BambooHR

• Leapsome

• PowerOfficeGo

• PowerBI

Security

• 1Password

AI layer, across everything

• Claude

Throughout all the tools and collaboration, we always try to remember that right stack won't make you a great recruiter. But it does make processes transparent, unbiased, and repeatable. Which we believe are pretty important factors when running an agency.

Frequently asked questions

What is a tech stack?

A tech stack is the set of tools and software a company runs on to do its work. The term comes from software engineering, but every business has one. For a recruitment and HR firm, the stack covers sourcing, assessment, applicant tracking, scheduling, client management, and internal operations.

What tools does a recruitment agency use?

A typical recruitment stack includes an applicant tracking system (Amby uses Teamtailor), a sourcing tool like LinkedIn Recruiter, an assessment platform such as Fairsight, and a set of scheduling and communication tools (we use Slack and Notion). The exact mix depends on how the firm works and where it hires.

Do you really need this many tools?

No. The right number is the smallest set that covers the full hiring lifecycle without gaps. Tools should remove friction, not add it. We keep what earns its place and drop what doesn't.