Chase missing Lever interview feedback with Slack nudges

Every weekday at 4pm, find interviews in Lever that have already taken place but still have no submitted feedback, and nudge the interviewers who owe it in Slack.

Start in Lever with List Opportunities, restricted to active, non archived candidates. For each opportunity, call List Interviews on an Opportunity to get every scheduled interview slot, and List Feedback on an Opportunity to get every feedback form that has already been submitted. Lever timestamps are Unix milliseconds, and list responses are paginated with a cursor, so page through until there are no more results.

Treat an interview as outstanding when its scheduled time has already passed by at least 24 hours and no submitted feedback form matches it. Match feedback to interviews using the interview the feedback form is tied to, and where that link is missing, fall back to matching on the interviewer plus the closest interview date. Skip interviews that are still in the future or that finished less than 24 hours ago, so people get a fair chance to write their notes up before being chased.

Resolve every outstanding interview to a real person. Use Lever List Users to turn each interviewer reference into a name and an email address, then match that email to a Slack account using Slack Bot Look Up User by Email, falling back to Slack Bot List Users if you need to scan the workspace. If no Slack account matches an interviewer, do not guess: leave them out of the direct messages and mention them in the recruiting channel summary so a recruiter can chase them another way.

Group all outstanding items by interviewer and send exactly one consolidated direct message per interviewer with Slack Bot Send a Message. Never send one message per interview. Each message should list every candidate they owe feedback on with the role they interviewed for, the date the interview happened, how many days overdue it is, and a link to the Lever candidate profile. Keep the tone short, polite and human: a helpful reminder, not a telling off.

If any feedback has been outstanding for more than three days, also post a single short escalation summary to the recruiting channel. Name the worst offenders with how many items each one owes and how old the oldest is, plus any interviewer who could not be matched to a Slack account. Post one escalation message per run rather than one per person, and if nothing has crossed the three day mark, skip the escalation entirely.

If there is nothing outstanding at all, send nothing and finish quietly.