For recruiting
Every candidate worth talking to, with the reasoning attached
Sourcing, screening, interview prep, and the feedback synthesis that turns five opinions into a decision. Each one is a procedure your AI can follow with your company's own context rather than a generic idea of a good hire.
The shortlist is defensible right up until someone asks why this candidate and not that one.
7 ready-made procedures for this work
Every one of these is a real published skill, in every account from day one. Open any of them to read exactly what it does before you run it.
Map a Talent Market
Map the feasible talent market for a role before sourcing.
Review Applications
Review inbound applications against an accepted job description or scorecard and prepare evidence-backed human review.
Prepare Candidate Interviews
Build a structured candidate interview plan, interviewer assignments, candidate brief, questions, probes, and scorecards from an accepted role definition.
Synthesize Interview Feedback
Synthesize interview transcripts, notes, and panel feedback against an accepted scorecard.
Send Candidate Outreach
Research, draft, review, and send candidate outreach with a truthful employer proposition and candidate-aware follow-up.
Create a Job Description
Create or revise an internal role profile, an external candidate-facing job description, or both.
Review Recruiting Pipeline
Review recruiting pipeline health, priorities, stalled candidates, evidence gaps, candidate-experience risks, coverage, and proposed ATS corrections.
Connect these first
You do not need all of them. One source is enough to tell whether an AI that knows your company is different from one that does not, and the free tier includes three.
Try it on your own company
Connect one source and ask it something only your team would know. No card, and the free tier does not expire.