I look for the person, not the keyword
Most sourcing tools resell the same licensed snapshot, so three teams searching the same role get the same five names. I index the open web and build my own profiles, so you meet people your competitors never see.
$100 of credits on us. No card required.
Describe the person, not the filters
One message in the channel you already use. No boolean strings, no field by field form, no new tab.
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23 people worth a messageI expand and search wide
Your intent becomes thousands of queries across my own index of the open web, then I read the work behind each profile.
You get names with evidence
Every candidate arrives with the proof that got them there. Nothing goes out to anyone until you say so.
23 people worth a messageThis 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.
Different data in, different candidates out
Potential, not titles
I read career trajectory, scope growth and skill combinations. Who is climbing fast, who plateaued, who is ready for the step up you are hiring for.
My own index of the open web
GitHub, Behance, Scholar, Kaggle, Dribbble, personal sites, company blogs, podcasts and academic work. Profiles built from what people ship, not from what they typed once.
Skills read between the lines
A shipped iOS app implies Swift even if the resume says mobile. A licensed role implies the license. I cross reference proof across sources and infer what someone must be able to do.
One brief, thousands of searches
I expand your intent into synonyms, abbreviations, adjacent titles and regional phrasing, then run them at once. RN becomes Registered Nurse without you asking.
The category promised simpler hiring and added new gates instead. Keyword filters that hide great people, parsers that flatten a human into bullet points, and boolean strings nobody wants to maintain.
Skills, workflows and memory, already in place
A blank assistant starts from your instructions every time. I start from your last twenty decisions and the way this role usually goes.
Titles lie and stacks change. I look at what someone shipped, who they shipped it with, and how fast they grew into the work.
You get the commit, the talk, the customer they carried, the line in the release notes. If I cannot show why, I do not claim it.
Your bar becomes a written rubric I apply the same way on Monday and on Friday, so a shortlist is comparable instead of moody.
Disagree with a score and I show the reasoning behind it, then carry your correction into the next batch.
Give me your hardest open role
Send me one sentence and see who I find that your current tools do not.