Know the market before you make the plan
Hiring starts with a job description. The better start is to know the company, the talent landscape, and who is already moving. I do the research in the background and hand you the picture.
$100 of credits on us. No card required.
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23 people worth a messageName the company, market or role
One sentence in Slack. I handle the rest.
I build the full picture
Company profile, talent map, signal landscape and a hirer report. Crossed against my own index and your history.
You get a plan with names
Not a slide deck. A list of who to talk to, why, and what the market says about timing.
This is what lands in your channel
Not a dashboard to check. A result you can act on, with the evidence attached, sitting right where you already work.
Companies, markets and the people inside them
Company profiles
Org shape, tech stack, leadership changes, hiring velocity and culture signals. I read public sources and turn them into a brief you can hire against.
Talent maps
How many people fit your bar, where they sit, which companies grow them, and how often the pool moves. So the date you promise is grounded.
Hirer reports
A focused report on a specific target: who is good, who is reachable, who knows them, and what to say. Delivered where you already work.
Signal landscapes
Who changed jobs, who shipped something, who is at a company that just had a shock. Timing is most of the reply rate.
A req gets approved before anyone asks whether the humans are there. Two months later the pipeline is empty and the hiring manager blames sourcing.
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.
What you might be wondering
Is this just a scraped report?
No. I synthesise across sources, weight signals, and produce a hiring plan. The report is a starting point, not a deliverable.
How current is the data?
I read public signals continuously. Most numbers are fresher than a licensed database snapshot, and I tell you when I am unsure.
Does this replace a researcher?
It replaces the repetitive parts. You still make the strategic calls, but the legwork is already done.
Let me research your next hire's market
Send me a company or a role and I will show you the picture.