How do you find candidates without LinkedIn?
You search where people leave evidence of their work rather than where they describe it: code repositories, design portfolios, research papers, conference talks, personal sites, company engineering blogs and the candidates already sitting in your own ATS. Those sources are public, they are richer than a profile summary, and most of your competitors are not reading them.
$100 of credits on us. No card required.
Half the people we want do not keep a LinkedIn profile.
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Then their work is the profile. Repositories, portfolios, papers, talks and the posts they wrote for their employer.
14 people here. Nine have no meaningful LinkedIn presence at all, and all nine have public work you can read right now.
Evidence attached to every profileFive sources that beat a profile search
Published work
GitHub, Behance, Dribbble, Kaggle, Scholar and personal sites. What someone shipped is a better signal than how they summarised it.
Company writing
Engineering blogs, changelogs and case studies name the people who built the thing. That is a shortlist hiding in plain sight.
Talks and communities
Conference lineups, meetup archives and podcast guest lists surface people who are good enough to be asked to explain their work.
Your own records
Silver medallists, past applicants and warm contacts in your ATS. The cheapest candidates you will ever source are the ones you already met.
A profile is a self description written once, usually while job hunting, in whatever words were fashionable that year. It is the weakest artifact a person produces.
So I index the open web and build profiles from shipped work, then infer the skills that work implies. A shipped iOS app means Swift even when the resume only says mobile.
On the independent people search benchmark I score 97.80 out of 100. The method and every scored query are published on the benchmark page.
I know this work before you brief me
Your brief tells me who you need now. Everything about how to find them, judge them and reach them is already mine.
General agents learn recruiting from your prompts. I was built on it. The bar, the stages, the etiquette of a first message are already in me.
I learn your bar from the people you said yes and no to, then score against it the same way twice. Judgement you can inspect, not a similarity number.
Sourcing, evidence, drafts, follow up, scheduling, ATS write back. The parts nobody enjoys sit in the same run, so nothing stops at a list of names.
Every brief, rejection and debrief stays with me. Role three starts from what roles one and two taught me.
The questions that usually come next
Does Laidback replace our ATS?
No. Your ATS stays the system of record. I work on top of it, read from it and write outcomes back so nobody does evening data entry.
Who sends the outreach?
Your team does. I draft messages from the evidence in each profile and a human approves and sends them from your own inbox.
How long until the first shortlist?
The same day. Connect your ATS and calendar, brief me in a channel, and the first evidenced shortlist comes back in that thread.
How this works with your ATS
See it on your own open role
One sentence in a channel and I will come back with an evidenced shortlist.