LunaPromptsThe staff engineer only needs to review one submission. The recruiter exports a report, sends screenshots, and explains where the relevant evidence lives. A small access problem has turned into another coordination task.
Unlimited seats remove the additional seat charge from bringing that reviewer into the workspace. The next step is to make their responsibility as clear as their access.
LunaPrompts includes unlimited seats across subscriptions, so adding an authorized member of your hiring team does not create a per-seat charge. Recruiters, hiring managers, interviewers, and other collaborators can participate in the same assessment and review workflow.
Bring a specialist into the candidate review
Hiring panel coordinatorIllustrative scenario01 / 03Identify the missing expertise
The panel needs a reliability specialist to review one design choice.
For a platform engineering role, a recruiter coordinates the process, the hiring manager owns the final review, and a staff engineer evaluates one reliability question. An occasional specialist can add context without becoming a permanent member of every interview panel.
Write down what each person is responsible for before assigning access. The recruiter may own candidate communication. The staff engineer may review a work sample and propose a follow-up. The hiring manager may reconcile the evidence across rounds. Those responsibilities help the team avoid duplicated interviews and scattered feedback.
Under LunaPrompts’ subscription model, adding an authorized team member does not add a per-seat fee. This is a commercial statement, not a reason to give everyone the same visibility. Use the controls available in the workspace and the organization’s process to provide appropriate access, then review it when responsibilities change.
When comparing tools, calculate the number of people who actually need to participate, including occasional reviewers. A seat-based quote may change when a campaign expands across teams. Compare the full subscription and its scope, then separately consider whether the collaboration workflow helps people review the evidence directly.
Give the reviewer access to the evidence
When access is scarce, recruiters can become the middle layer between the platform and everyone making the decision. They download reports, take screenshots, and explain context that the reviewer could have examined directly.
Unlimited seats make it easier to bring the right people into the workspace. An interviewer can review the available assessment evidence before the call. A hiring manager can examine a result rather than rely only on a forwarded summary.
The benefit is shared context. The team still needs clear responsibilities for evaluation, communication, and the final decision.
Where broader participation helps
Cross-functional interview panels
A role may involve backend, product, and AI engineering responsibilities. Different reviewers can contribute their expertise without treating each additional login as a separate commercial event.
Growing recruiting teams
When the company opens new roles or adds recruiters, the workspace can include the people supporting that hiring activity. The team can organize access around its process rather than a seat allocation spreadsheet.
Occasional specialist reviewers
A niche assessment may need input from an engineer who rarely interviews. Bringing that person into the relevant review can improve the discussion without requiring the recruiter to translate every technical detail.
Unlimited seats still need thoughtful access management
Seat pricing and access permissions are different questions. Give people access appropriate to their role using the controls available in your deployment. Review that access when responsibilities change.
This is especially relevant when a workspace includes several hiring teams or external collaborators. Unlimited participation should mean that the necessary people can work together, with candidate information handled through the organization's defined process.
A review framework your team can use
The following is an editorial checklist for this workflow. Adapt it to the role, the candidate journey, and your configured environment.
| Review area | What to establish |
|---|---|
| Recruiter | Owns process and candidate communication |
| Specialist | Reviews a defined technical uncertainty |
| Hiring manager | Reconciles evidence and owns the decision |
| Workspace owner | Maintains appropriate access |
Unlimited seats should not become an unlimited interview panel. Add participants who answer a clear question, and keep the candidate’s process proportionate.
Put the guide to work
Map the people involved in one open role. Give each a specific contribution and remove duplicate review responsibilities.
Download the editable worksheet to record the decisions and open questions with your team. The examples in this guide are illustrative, not customer results or validated selection rules. Product availability and setup depend on the workflow agreed for your account.
A focused checklist, a worked scenario, and questions to resolve together.
Frequently asked questions
Does adding another interviewer create a seat charge?
No. LunaPrompts includes unlimited authorized team seats without a per-seat charge.
Is this the same as unlimited tests?
No. Unlimited seats covers team access. Unlimited tests covers assessment usage. Together, they support collaboration and assessment volume without those two unit-based charges.
Does every user need the same access?
No. Configure access according to each person's responsibilities and the controls available in your workspace. A pricing model does not determine who should see candidate information.
Keep building your hiring workflow
- Unlimited tests: Your shortlist grew. Your test bill should not follow.
- Candidate analytics: The scores match. The follow-ups should not.
- Talent CRM: “Assessment complete” is a status. Who owns what happens next?
Explore unlimited seats with LunaPrompts or browse all 19 hiring field guides.
