Everything Laidback can do, from inside

    A living reference for how Laidback works. Read it end to end in about fifteen minutes, or jump straight to what you need.

    17 sections~15 min readUpdated continuously
    01 / 17Overview

    An AI recruiting co-worker in the tools you already use.

    Laidback is not a dashboard, not a browser extension, and not another tab. It joins your workspace on Slack, Microsoft Teams, or WhatsApp and works there. You brief it in a channel, it sources across the open web, drafts outreach in your voice, syncs your ATS, and quietly watches for signals your team cares about.

    It participates. It reads channel context. It answers questions about a search, a company, or a candidate. It gets sharper every time you give feedback.

    How to think about it
    You are not learning a new tool. You are onboarding a new colleague. Talk to Laidback the way you would talk to a teammate. Plain language, no syntax, no menus.
    02 / 17The difference

    Native co-worker, not another integration.

    Most recruiting tools push notifications into Slack and call it done. Laidback lives there. When you @mention it, it already has the context of the channel, the search you are running, and every thumbs up you have ever given.

    The conversation is continuous, not transactional. Ask for more detail, less detail, or a different format. Ask why it did something. Ask for suggestions. It adapts to how you work, not the other way around.

    03 / 17How i join

    Getting started in three moves.

    1
    Install Laidback from the Slack, Teams, or WhatsApp directory, or from laidback.so.
    2
    I spin up an isolated workspace, connect to your ATS if you want me to, and post a short welcome in a channel of your choice.
    3
    Brief a role in any channel. Paste a JD, describe what you are looking for, or point me at a company. I go to work in the background and post a first batch when I am ready.
    4
    Give feedback with a thumbs up or a sentence. Every signal calibrates how I read your hiring bar.
    No learning curve
    No separate dashboard. No browser extension. No configuration workshop. You brief me the way you would brief a senior recruiter, and I start working.
    04 / 17Try these

    Prompts to paste into any channel.

    05 / 17How i work

    Core capabilities.

    Every capability below is grounded in a specific mechanism. I do not run one LinkedIn query and stop. I index the open web, expand your intent into thousands of parallel queries, infer skills you never asked about, and score the result deterministically.

    GitHubKaggleScholarBehancePersonal sitesPodcasts

    Open web sourcing

    I do not resell the same LinkedIn snapshot. I build my own profiles from the places your candidates actually leave a trail.

    Cross-referencedRead between the lines

    Inferred skills and credentials

    I read what a person shipped, not just what they typed. A shipped iOS app implies Swift even if the resume says mobile.

    SynonymsAdjacent titlesRegional variants

    Intent expansion

    One brief becomes thousands of parallel searches. RN becomes Registered Nurse. Growth becomes lifecycle, performance, retention, and CRM.

    SeniorityScopeDisqualifiers

    Real re-calibration

    Change one dimension of a brief and the whole intent recomputes. Senior swaps in required skills, ownership level, comp band, and things to rule out.

    97.80 / 100ReproducibleAuditable

    Deterministic scoring

    Same brief, same reasoning, same shortlist. I lead People Search Benchmark at 97.80, ahead of every evaluated platform.

    TrajectoryOSSPublicationsCompany context

    Candidate enrichment

    Ask about any person and get a shareable profile in seconds. Career trajectory, GitHub activity, publications, patents, side projects, talks, employer context.

    CandidatesCompaniesNewsOps

    Signal watch

    I do not wait for you to ask. I watch shortlists, target companies, and open reqs and surface things worth acting on.

    Your voiceHuman sends

    Outreach drafts

    I write personalised messages from the role, the person's work, and your tone. You review and send from your own inbox.

    GreenhouseAshbyLeverWorkable

    ATS sync

    Move candidates through stages, log notes, update records. Ask in Slack, I keep the ATS current.

    Real timeBy stageNext steps

    Pipeline visibility

    Ask where a search stands. Get the pipeline as a paragraph or a table, in the channel, right now.

    Team networkSecond degree

    Warm path mapping

    Connect your team's LinkedIn and I map shortlists against your collective network. Which candidate is one intro away from a real conversation?

    06 / 17Under the hood

    How a search actually runs.

    1
    You: @Laidback source founding engineers in Europe, ex big tech, strong generalists who ship weekly.
    2
    I pick a strategy for the brief and start sourcing across the open web in the background.
    3
    First batch lands in the channel with match reasoning. You react with thumbs up, thumbs down, or a sentence.
    4
    I re-calibrate against your feedback and post a second batch, visibly better than the first.
    5
    You hit Outreach on the ones you like. I draft messages in your voice, one at a time.
    6
    You review and send from your own inbox. I log every send to the ATS.
    7
    I watch for replies, keep sequences on schedule, and alert you when someone responds or goes quiet.
    8
    When you move someone forward, I update the ATS stage and add the note automatically.
    9
    I keep sourcing in the background while you focus on the conversations that matter.
    07 / 17Market intel

    Talent mapping and market context.

    Ask me to map a team, an industry, or a role, and I build a picture of where the strongest people sit and how the market is moving. Because my data comes from the open web and not a resold snapshot, the picture is different from anything your team has seen before.

    Why it matters
    Hiring flips from reactive to strategic. You know who is out there before a req opens, and you can defend headcount and comp with real numbers instead of gut feel.
    08 / 17Context first

    Hirer Report before the first search.

    Before I source, I build a deep-dive on the hiring company. Every downstream search is calibrated against what talent this employer can realistically attract, so you do not waste outreach on people who would never say yes.

    Market position

    Where the company sits, who competes, and how it differentiates.

    Stage and trajectory

    Funding, runway, growth, headcount curve.

    Technical sophistication

    Engineering culture, infra maturity, stack, and public work.

    Leadership and team

    Founders, hiring manager, and the humans a new hire would work with.

    Mission and narrative

    The story that makes a strong candidate lean in.

    Talent reachability

    Which calibre of person is realistically in play at this stage and brand.

    09 / 17Proactive by default

    Signals i watch so you do not have to.

    Most tools wait for you to ask. I do not. Every workspace has a background listener that keeps an eye on the people, companies, and hiring ops you care about, and posts the moment something is worth acting on.

    Candidate signals
    • Job change on any shortlisted person
    • New GitHub project, paper, or public work
    • Public post that hints at intent to move
    • Screen call happened but no reply for seven days
    • Reference or portfolio update worth resurfacing
    Company signals
    • Funding rounds, exec hires, and quiet layoffs at target employers
    • New product launches your role could support
    • Competitor teams being wound down or expanded
    • Public reorg posts and departure clusters worth mapping
    Hiring ops signals
    • Missed hiring manager feedback after a screening call
    • Reqs open longer than your team's average time to first hire
    • Outreach sequences about to expire without a reply
    • Calibration drift between what you say you want and what you approve
    News signals
    • Industry moves relevant to any open req
    • M&A activity that affects your talent pool or your comp story
    • Regulation and market shifts that reshape a role
    • Any story a hiring manager will bring up in the next standup
    How to think about it
    You do not chase Laidback. Laidback chases the work that is falling through the cracks and tells you the second it matters.
    10 / 17Recurring

    Talent Pipelines that run in the background.

    Set a persistent brief and a cadence. I keep sourcing in the background, deliver a fresh batch each cycle, and get sharper with every feedback loop. Ideal for roles you hire repeatedly and the hard to fill ones where the market needs continuous monitoring.

    Daily

    New qualified candidates every morning for high-volume roles.

    Weekly

    A curated batch each Monday for senior or specialist searches.

    Custom

    Trigger on a signal. New candidates when a target company raises or a batch of grads ships.

    11 / 17Pre-built routines

    Habits: proactive routines you can turn on in one click.

    Habits are ready-made proactive routines. Turn on Missed feedback nudge and I will chase hiring managers who ghosted a screen. Turn on Warm intro finder and I will scan every new shortlist against your team's network. Turn on Signal watch for a target company and I will post the moment anything moves.

    Browse the library at /habits.

    12 / 17Working surfaces

    Canvases, Sheets, and Notion, kept in sync.

    I keep structured records wherever your team already works. Everything I do in Slack has a shareable artifact your stakeholders can open without a Laidback login.

    Slack Canvases

    Pinned shortlists, pipeline reviews, and search briefs your whole channel can edit.

    Google Sheets

    Candidate trackers with custom columns and enrichment, kept in sync as the pipeline moves.

    Notion pages

    Briefs, shortlists, and interview notes with links back to the Slack thread they came from.

    13 / 17Setup pattern

    One channel per role. That is the trick.

    The teams who get the most out of me run a channel per role. Each channel becomes its own context, pipeline, and feedback loop. Nothing crosses over, and asking for an update in any channel gets the right answer.

    Context separation

    Each channel has its own search history, shortlist, and calibration. No mixed up candidates.

    Team collaboration

    Invite the hiring manager to the channel. They react, I adjust. No forwarded spreadsheets.

    Parallel searches

    Run ten searches across ten channels. Ask for status anywhere and get the right pipeline.

    Naming convention

    Channels like #hire-backend-eng and #hire-founding-designer keep the whole team oriented.

    14 / 17Your stack

    1000+ integrations across the recruiting stack.

    I plug into what you already use and become the coordination layer. I do not replace your ATS, CRM, docs, or notetaker. I sit above them and route work to the right place.

    ATS and HRIS
    GreenhouseAshbyLeverWorkableSmartRecruitersTeamtailoriCIMSWorkdayBullhornRecruiterflowLoxoBambooHRRipplingDeelHiBob
    Comms
    SlackMicrosoft TeamsWhatsAppGmailOutlook
    Calendar and meetings
    Google CalendarCalendlyZoomGoogle MeetLoom
    CRM and enrichment
    HubSpotApolloRocketReachContactOutLinkedIn
    Docs and ops
    NotionGoogle SheetsLinearAsanaGitHubFigma
    Interview intelligence
    GongFirefliesMetaview

    Full catalog: /integrations.

    15 / 17Principles

    How i avoid AI slop.

    Human sends every message.

    I draft outreach, you review, you send from your inbox. Automated blast is why the category has a bad name.

    Every match is explainable.

    Match reasoning is written out, per candidate, per criterion. No black-box scores.

    Deterministic, not random.

    Same brief, same reasoning, same shortlist. Reproducible for audits and hiring manager reviews.

    No mass generic outreach.

    I would rather send five tailored messages than a hundred templated ones.

    Feedback trains you, not me.

    Your feedback calibrates your workspace only. Your data never trains a shared model.

    Small answers over long answers.

    If the question deserves a sentence, I write a sentence. Not a wall of text with three headings.

    16 / 17You are in control

    Architecture and security.

    I run inside your workspace and only touch what you grant. Every customer gets an isolated environment. Nothing is shared across tenants and nothing trains a foundation model.

    Isolated per workspace

    Dedicated compute, encrypted storage, and per-tenant secrets. No shared vector store, no shared history.

    Auth and SSO

    OAuth for Slack, Teams, and WhatsApp. SAML SSO on request. Per-tenant API keys for programmatic access.

    Data handling

    Candidate data is processed under GDPR and equivalent regulations, encrypted at rest and in transit.

    No training on your data

    Your feedback calibrates only your workspace. Nothing you say to Laidback trains a shared model or leaks to another customer.

    Auditability

    Every decision has a reason string, every action has a log entry. Built to meet EU AI Act transparency requirements.

    Human in the loop

    Outbound to a real person always requires a human send. Laidback drafts, humans act.

    More at /security.

    17 / 17Common questions

    Wiki FAQ.

    Where does your data come from?

    I index the open web. GitHub, Scholar, Kaggle, Behance, Dribbble, podcasts, blogs, company content, personal sites. I do not resell a LinkedIn or Apollo snapshot.

    How is scoring different from other tools?

    I run a deterministic scoring model grounded in structured evaluation research. Same brief, same shortlist, every time. I lead People Search Benchmark at 97.80.

    Do you meet EU AI Act requirements?

    Yes. Every decision has an explainable reason. Every match is auditable. There is no black-box score anywhere.

    Which ATS do you support?

    Greenhouse, Ashby, Lever, Workable, SmartRecruiters, Teamtailor, iCIMS, Workday, Bullhorn, Recruiterflow, Loxo, and more. See the /integrations page.

    Do you send outreach on your own?

    No. I draft. Humans send. Every outbound message goes out from your inbox, with your review.

    Where do i see pricing?

    At /pricing. Ping us in the meantime and we will set you up with a demo workspace.

    Get $100 of credits and try it on the roles you have open today.

    Start for freeBook a demo

    $100 of credits on us. No card required.