Weekly Greenhouse pipeline DM to each hiring manager

Every Monday at 8am in the workspace timezone, send each hiring manager a personalized Slack direct message summarizing the state of their open Greenhouse roles for the week ahead.

Start in Greenhouse with List Jobs, filtered to open jobs. For each job, read the hiring_team.hiring_managers[] array — that array carries each hiring manager's Greenhouse user info including their email, which is the join key into Slack. Group the jobs by hiring manager so each manager gets one DM covering every role they own.

For every job in a manager's bucket, build a pipeline snapshot: call List Applications scoped to that job to get candidates by current stage, compute how long each candidate has been sitting in their current stage, and call List Scheduled Interviews to pull that job's interviews landing between today and next Monday. Also call List Users once to resolve interviewer and hiring-manager IDs to real names where useful.

For each manager, write a short 'here is what needs your attention this week' note. It must call out: (1) stalls — candidates who have been in the same stage for more than seven days, (2) late-stage candidates who need a decision (offer, final round, or reference stage), and (3) the manager's scheduled interviews this week with candidate name, role, interview type, and local time so they can prep. Keep each role's block to a couple of lines and include a link back to the Greenhouse job for full detail. The whole DM should stay under about fifteen lines.

To deliver the DM, use Slack Open a Conversation with the hiring manager's email to get a direct-message channel ID, then Slack Send a Message to that channel with the summary. If a manager has zero open candidates, zero stalls, zero pending decisions, and zero interviews this week, skip them entirely rather than sending an empty 'all clear' ping. If a manager's Greenhouse email does not resolve to a Slack user, skip the DM and note that manager at the end of the run so the recruiting team can follow up another way.

Tone: crisp, direct, recruiter-to-manager. Lead with what actually needs their attention, not a generic pipeline dump. Use plain text with light formatting (bold role names, bullet lists for stalls and interviews). No em dashes.