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Use Case
Recruiting is a two-part job: finding candidates and evaluating them. The finding part, searching profiles, scoring against criteria, writing outreach messages, follows predictable patterns and consumes most of a recruiter’s week. The evaluation part requires human judgment and relationship skills.
We build AI sourcing agents that search across LinkedIn, GitHub, and job boards, score candidates against your requirements, draft personalized outreach, run initial screening, and hand off to your recruiters only when there’s a qualified candidate worth their time.
Tell us about your recruiting volume and tooling.
Six components that together replace the research-and-outreach portion of the sourcing workflow, with humans making the final calls.
The recruiter inputs a job description. The system parses it into structured search criteria (skills, experience level, location, industry background) that drive candidate discovery.
Searches LinkedIn, GitHub, job boards, and public portfolios for candidates matching the criteria. Results are scored against the requirements and ranked before the recruiter sees them.
Each candidate gets a match score based on how well their profile aligns with the role requirements. The recruiter sees a ranked list with the reasoning, not a raw dump of profiles.
For each shortlisted candidate, the system drafts an outreach message that references something specific from their background (a project, a skill, a career transition) not a generic template.
After a candidate responds, the system sends role-specific screening questions and records answers. The recruiter gets a summary before the first human call, not a cold introduction.
Candidate profiles, outreach history, and screening answers push directly into your ATS. The recruiter’s pipeline stays current without manual data entry.
From job description to scheduled interview, the full sequence.
Job description in
The recruiter pastes a job description or fills in a structured intake form. The system extracts must-have skills, nice-to-haves, experience range, and location parameters.
AI searches and scores candidates
The system searches across sources and returns a ranked list of candidates with match scores and the specific signals driving each score.
Recruiter reviews shortlist
The recruiter reviews the top candidates, approves or removes individuals, and releases the outreach queue. Nothing sends without human review of the shortlist.
Personalized outreach sent
The system sends personalized messages from the recruiter’s actual email or LinkedIn profile. Replies route back to the recruiter and pause the follow-up sequence automatically.
Screening questions sent to interested candidates
Candidates who respond positively receive role-specific screening questions. Answers are recorded and summarized.
Qualified candidates scheduled and handed to recruiter
Candidates who pass screening get a calendar link. Once booked, the recruiter receives a brief with the candidate’s profile, outreach history, and screening answers.
The right fit is a recruiting team running multiple searches where sourcing speed and consistency matter.
Teams running multiple searches simultaneously where sourcing bottlenecks slow time-to-hire. The AI runs parallel searches across roles without adding headcount.
Organizations hiring for repeating roles (support agents, engineers at a specific level, sales reps) where the criteria are consistent and the sourcing pattern repeats.
Agencies where sourcing speed is a competitive differentiator. Getting to a qualified candidate shortlist in hours instead of days changes client outcomes.
Teams building a scalable recruiting function who need to do more with the same headcount. The AI handles the research volume; recruiters handle the relationship.
We’d rather tell you upfront than take a project that won’t deliver the result you need.
Executive search
C-suite and senior leadership searches are relationship-driven from the first contact. The candidate pool is small and known, the outreach requires a human relationship, and the decision-makers expect direct engagement. AI sourcing is the wrong tool here.
Single hires
If you’re filling one role and won’t repeat the need, the setup cost of a custom sourcing agent doesn’t make sense. Use LinkedIn Recruiter and a good outreach template instead.
Tell us which roles you hire for most frequently, your current ATS, and your monthly sourcing volume. We’ll reply within one business day with a rough scope and price range.