Recruiting
A recruiting engine that sources, screens, andnever sleeps.
Inbound applicants and outbound candidates merge into one ranked, always-fresh list per role — so you spend your time on the human calls, not the resume pile.
AI runs the non-human work around the clock. When it's time for a real connection, a real operator picks up the phone.
One system for every stage of hiring.
Inbound and outbound merge into one ranked list per role. No one reads the resume pile.
Inbound job-post engine.
A careers page and per-role application flow. Every applicant becomes a tracked, ranked candidate in your system automatically. Free distribution across job boards and social.
Outbound candidate sourcing.
Verified candidates by role, categorized to each open job.
Auto-screening and scoring.
Every applicant is match-scored 1–10 against the real job spec with written reasoning, and the top slice is surfaced and short-listed automatically — so no one reads hundreds of resumes.
JD intake.
Raw job descriptions are reformatted into a clean house format and turned into live roles, hands-off.
Interview-to-record.
Interview notes become a structured write-up — compensation, sponsorship, technical and soft skills, red flags, and a 1–10 match verdict — written straight into the candidate record.
Candidate comms and nurture.
Stage-by-stage candidate messaging plus a value-first nurture newsletter that keeps the pipeline warm without spamming.
Contracts on autopilot.
Agreements auto-fill and fire for e-signature at the right stage.
CRM/ATS spine and reporting.
The same self-running CRM spine (speed-to-lead, follow-up, reply routing) plus the results and time-saved view.
Following the process, week by week.
Weeks 1–2 — Build and warm-up
Roles loaded, screening and sourcing live, application flow capturing inbound. Leading indicators first.
Weeks 3 and on — Pipeline
Candidates sourced and auto-scored per role. Short-lists surfaced. Screenings and interviews booked.
Ongoing — Placements
A ranked, always-fresh candidate list per role. Run the human calls and close the hire.
Real proof
For a client, the engine put 13 candidates into pipeline for open roles with a placement in progress, at near-zero tool cost.
Time back
Screening hundreds of applicants, formatting job descriptions, chasing candidates — all removed and quantified.
Less than a full-time recruiter.
No placement fees. Cancel anytime. Or learn to run it yourself for a one-time fee and own the system.
20 minutes. Straight answer, no pitch.
Ready when you are
Book a 20 minute call.
We'll walk your goal backwards to the number of conversations required, then show you exactly how the engine gets you there.
Flat monthly. No rev share. Cancel anytime.
Questions people ask
Do you replace my recruiter or work alongside them?
Alongside. The system handles sourcing, screening and the repetitive middle of the process. Deciding who to hire stays with you.
Do you charge placement fees?
No. It is a flat monthly fee with no placement fee and no commission on hires. That also means nobody here has a financial reason to push a candidate through who should not go through.
How do you find candidates?
Signal first. We start from who is genuinely likely to move and why, then build the list, rather than starting with a huge list and hoping. Sourced candidates and inbound applicants end up in one ranked place instead of two separate piles.
What if I only hire a few times a year?
Then a monthly retainer may be the wrong shape for you, and we will tell you that. This model earns its keep when hiring is continuous, or when the same roles keep coming back.
Who actually talks to the candidates?
A person. Screening notes and ranking can be automated. The conversation that decides whether someone is right cannot, and candidates can always tell when it has been.