Professional services · Recruiting

Recruiters walk in with the right candidates.

Your recruiters still own the conversations. The system does the matching, across your firm's full candidate pool.

Stage 01 Job intake from client

A new role lands from your client.

Pulled from your ATS, inbox, or client portal the moment it's opened. Your recruiters don't chase intake forms.

Client intake channels
Live
  • 38 min ago Job #JB-4817 · [Client A] Senior Software Engineer Matched
  • 22 min ago Job #JB-4819 · [Client B] Director of Finance Matched
  • just now Job #JB-4821 · [Client] VP of Sales · remote, US New
Detected within minutes of client submission Moving to parse →
Stage 02 Job parsed against placement criteria

The job becomes structured criteria.

Role, comp band, location, must-haves, nice-to-haves. Extracted from whatever the client sent, in whatever format they sent it.

JB-4821_brief.pdf 142 KB

VP of Sales

[Client] · Series B SaaS · Remote, US

About the role

Own end-to-end revenue. Report to CEO. Inherit a team of 6 AEs and 2 SDRs. Target $12M ARR run-rate.

Must-haves

B2B SaaS, sold $5M+ deals, scaled rev from sub-$10M ARR. Built and managed teams of 5 or more.

Comp & timing

Base 220k–260k, OTE 440k–520k, 0.5–1.0% equity. Start within 60 days.

parsed JB-4821 3.1s 
{
  "role": "vp_sales",
  "seniority": "vp",
  "vertical": "b2b_saas",
  "stage": "series_b",
  "location": "remote_us",
  "comp_base_min": 220000,
  "comp_base_max": 260000,
  "comp_ote_max": 520000,
  "equity_pct_min": 0.5,
  "must_haves": ["b2b_saas", "deals_5m_plus", "scaled_sub_10m_arr"],
  "nice_to_haves": ["plg_motion", "vertical_fintech"],
  "team_size_min": 5,
  "start_window_days": 60
}
Stage 03 Candidate pool searched · the data moat

Every job matches against your firm's full pool, including the candidates who didn't land last time but fit now.

Most match systems search what's in front of them. We search what your firm has built up over years of intake, interviews, and runner-up calls. The candidates who passed last time on comp, timing, or location often fit perfectly now.

This is the moat. Your firm's history of finalists, runners-up, and watch-list candidates is scored against every new role, automatically. The pool finally pays you back.

Candidate pool · full firm history

Every candidate your firm has ever tracked, scored against Job #JB-4821

Searching
47,000 Candidates tracked
1,284 Past placements
3,612 Didn't land last time, might fit now
All candidates tracked Past placements Didn't land last time, might fit now

Surfaced from your pool for this role

3 of 18 prior candidates flagged
  • CD-2914 From your pool · finalist for [prior client], passed on comp at the time. Asking band now sits inside the role. Now: comp aligned
  • CD-3502 From your pool · second-round finalist at a similar Series B last year, chose competing offer that has since restructured. Now: re-open
  • CD-4188 From your pool · flagged "watch list" 18 months ago, no active role at the time. Recent move suggests they're ready. Now: timing fits

Every dot is one real candidate. The system scores all 47,000 against the role. The ones who almost landed last time get a second look, automatically.

Stage 04 Match scoring

Skills, comp, location, timing, scored against the role.

The judgment layer. Four dimensions per candidate, weighted to match how your firm actually places. Output is a grade, with every signal shown so your recruiters can trust the call.

Candidate #CD-2914 · Job #JB-4821

VP of Sales · [Client]

A Top match
Skills · 9 yrs B2B SaaS, scaled rev from $4M to $22M ARR Strong
Comp · current OTE 460k, asking 480k–500k In band
Location · remote, US (Denver), open to quarterly travel Match
Timing · passive but open, last conversation 14 months ago Worth a call
Scoring rubric captured from your placement team during kickoff. Skills weighted 40, comp 25, location 20, timing 15.
Stage 05 Top candidates briefed

Three candidates, each with a one-line rationale.

A short list with the "why" already written. Your recruiter opens it and knows who to call first and what to say.

Top candidates

Job #JB-4821 · VP of Sales · [Client]

Ranked from your full pool
  • Candidate #CD-2914 Strong match

    Scaled rev from $4M to $22M ARR in B2B SaaS. Was a finalist for a prior client, passed on comp at the time. Current package now sits inside the band.

    From your pool · didn't land last time, fits now

  • Candidate #CD-3502 Strong match

    Second-round finalist at a similar Series B last year, chose competing offer that has since restructured. Likely re-open to conversations.

    From your pool · runner-up, prior search

  • Candidate #CD-4821 Possible match

    Fresh source. Strong on skills and comp, slightly outside ideal seniority profile but worth a courtesy call before the short list closes.

    From outbound sourcing · new this week

Rationales are written from candidate history, prior interviews, and placement notes your firm has already logged. The institutional knowledge that compounds.

Stage 06 Outreach packages prepared

A draft outreach for each candidate, in your firm's voice.

Per-candidate drafts written the way your recruiters actually write. Voice captured during kickoff from sample emails and call notes.

Outreach draft · Candidate #CD-2914

Job #JB-4821 · VP of Sales · [Client]

A
Channel Email, then LinkedIn follow-up if no reply in 4 days
Sender [Recruiter on file from prior conversation]
Subject Worth a 15 min catch-up? New role I think fits this time.

Draft body

[Candidate name], it's been about a year since we last talked. A new VP of Sales role just opened that I think actually fits this time. Series B B2B SaaS, remote US, OTE in the 440 to 520 range with meaningful equity. CEO is the right kind of operator and the team you'd inherit is real. Want me to send the brief and grab 15 minutes this week?

Why this works

  • References the prior conversation directly. Not a cold outreach.
  • Leads with the two things that mattered last time (comp, fit).
  • Asks for 15 minutes, not a full interview. Lowers the bar to reply.
Stage 07 Routed to assigned recruiter

Your recruiter opens the morning with a ranked short list.

Top matches hit their inbox immediately. Mid-tier matches batch into a daily digest. Everything else stays logged in your system for the next role.

Top matches hit the assigned recruiter's inbox the moment they're scored. No batching, no waiting.

to: [recruiter on Job #JB-4821] 8:42 AM

Ranked short list ready · Job #JB-4821 VP of Sales

3 strong matches identified for [Client]. 2 are from your prior pipeline (didn't land last time, fit now). Briefs, rationales, and per-candidate outreach drafts attached.

Open short list
Outcome

Same recruiters. The pool finally pays you back.

Your recruiters still own every conversation. They just stop missing the candidates already in your database who fit this role.

2-5 days Under 90 minutes Job intake to ranked list
12-20 hrs 2-3 hrs Recruiter hours per role
0% 28% Placements from prior-applicant database
This is one of ours

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