Candidate sourcing automation that does the grind, not the judgement

Finding and organising candidates

The automation runs the searches your recruiters would run, across the sources you already use and are permitted to, and pulls the results into one organised place. Instead of thirty open tabs, a recruiter gets a structured list: each candidate with the details that matter for the role, deduplicated against people you have already contacted or who are already in your ATS. The tedious gathering and tidying is done before anyone starts reviewing.

On top of the raw list, we add enrichment and light structuring so the recruiter can triage quickly: relevant experience surfaced, obvious mismatches flagged, and public information organised against the role's requirements. This is assistance, not selection. The recruiter still decides who is worth approaching; the automation just makes sure they are deciding from a clean, complete picture instead of a half-loaded profile.

• Run searches across your permitted sources and consolidate the results
• Structure each candidate's relevant details against the role
• Deduplicate against your ATS and people already contacted
• Enrich and flag obvious mismatches so recruiters triage faster
• Assemble a ready-to-review list instead of thirty open tabs

First outreach that is personal, and human-sent

Cold outreach fails when it reads like a mail-merge, so we use an LLM to draft a genuinely personalised first message per candidate, grounded in the specifics of their background and the role, in your employer voice. The draft references something real about the person rather than generic flattery, which is the difference between a message people reply to and one they delete.

But drafting is where the automation stops. Every message goes to a recruiter to review, edit, and send: nothing is blasted out automatically under your name. This keeps quality high, keeps a human accountable for what your company says to a stranger, and keeps you on the right side of platform rules and anti-spam law. The recruiter gets a queue of strong drafts to approve, not an empty page and not an auto-sender they cannot see into.

• Personalised drafts grounded in each candidate's real background
• Written in your employer voice, not a generic template
• Every message reviewed and sent by a recruiter, never auto-blasted
• A human stays accountable for outreach sent under your name

Respectful, compliant sourcing

Sourcing touches people's personal data and platform terms, so doing it carelessly is a real risk. We build within the rules: we use sources you are permitted to use, respect platform terms rather than scraping in ways that get accounts banned, and handle candidate data under the GDPR with a clear basis and sensible retention. Sourcing that gets your accounts blocked or lands you a complaint is not a saving.

We also keep it human on the receiving end. Because outreach is personalised and recruiter-sent rather than mass-automated, candidates get a message that respects them, and your employer brand does not become the one that spams. Volume without care burns your reputation with exactly the people you most want to hire; we optimise for a pipeline you would be proud to have sent.

Wired to your ATS, and yours to keep

Sourced candidates and the outreach around them flow into your ATS, so a promising reply lands in your normal pipeline rather than a side spreadsheet nobody maintains. Responses can be tracked and followed up through the same tools your team already uses, and the sourcing effort compounds into your own candidate database instead of evaporating.

The whole build runs in your accounts and you own it: the searches, the enrichment logic, the outreach templates and voice. If you want to target a new role, adjust the messaging, or point it at a different source, your team can. It is your sourcing engine, not a subscription that stops working the day you stop paying a vendor.