How much does it cost?

€249 a month per open role if you run the agents yourself. €1,499 flat if you would rather we ran them — the same price whatever the salary. No success fees either way.

How is this different from a recruiting agency?

An agency charges 20–25% of the salary and sends you a handful of CVs. Here the agents map the whole market for the role, score everyone against your scorecard, and you approve every message before it goes out. Afterwards the replies stay in your workspace, so the next role starts warm.

How many candidates will I actually see?

A shortlist, not a pile of CVs. The agents map the whole market for the role and only surface the people who scored 80 or above against your own criteria, with the evidence behind each score.

Sourcing starts the moment the scorecard call is done, and the median time to a signed hire is about four weeks — roughly half what a recruiting firm takes.

Who sends the outreach?

Messages are drafted for a seat you choose — you, a hiring manager, your talent lead — and nothing sends until you approve it. That is why connection requests are accepted up to 95% of the time.

Do I need to learn a new tool?

No. It works with the ATS you already use, and you can run the whole thing from Claude, ChatGPT or Slack without opening another tab.

What roles do you hire for?

Tech, sales, consulting and C-level, from SDR to CTO. The roles page has the full list — and roles that are not on it still work, because the agents run from a scorecard rather than a template.

Agentic hiring workspace

The best people aren’t looking.
They’re listening.

Agents map everyone who could do the job, read who is actually open to move, and write from your team’s seats. You approve every message.

See the agents in action Book a 20-min setup call

Works with your ATS and LinkedIn seats~4 weeks to a signed hire

HuntsSenior Backend Engineer · Paris

Agents runningrunning · 2 days in

Activity

11,686A-players foundscored 80+ on a real scorecard

1 in 2replied4,484 of 9,242 people messaged

1,056asked to talksaid yes in their own words, not a click

~4 weeksto a signed hirehalf the time a firm takes

How it works

Live in an afternoon, working by the morning

No migration, no new pipeline to learn. The agents plug into what you already use and start on the role you already have open.

Connect your tools

Your ATS, your LinkedIn seats, your note-taker. Read-only until you say otherwise, and you pick which tools the agents may call.

Connected

AshbyLinkedIn

NootaGmail

Read-only by default · 31 connectors

Define what great looks like

One call turns your criteria into a scorecard. Every candidate is then measured against it, not against a keyword.

Scorecard

Senior backend7+ years in GoSeries B or later

5 must-haves and 3 outcomes, agreed on the call

Agents work, you decide

Sourcing, screening and booking run every day. Drafts wait for your approval, and the whole trail stays on the record.

Agents runningday 2

Open to move

Watching

3 drafts waiting for you

Product

The surfaces your team lives in

See all 31 integrations

IntegrationsEvery tool an agent can use, and what it’s allowed to do.

Add a tool

LinkedIn seats · agents source from these profiles

Your founder

Sends from their own profile · 40 a day

Connected

Your talent lead

Writes and approves · 25 a day

Connected

Your hiring manager

Reviews the shortlist · 15 a day

Connected

Gmail

Send approved sequences, read replies

Connected

Google Calendar

Book interviews on real availability

Connected

Noota

Interview notes onto the candidate record

Connected

Ashby

Reads your pipeline, writes candidates back

Connected

Granola

Meeting notes from your hiring syncs

Connect

Company context

Scorecards, comp bands, interview loops

12 docs

Plus Slack, Lever, Teamtailor, Workable and MCP —browse the directory

What the agents actually do

The work a recruiter does, done on the record

Source and map talent pools

The whole market for a role, not a keyword list — with a mobility read on every relevant profile, so you see who is actually open before anyone is contacted.

1,482 mapped34 companies212 on-profile

Who is actually open

Moving now41

Open to move118

Worth watching213

Settled1,110

Top of the pool

Open

Watching

a mobility read on all 1,482

Rediscover people you already have

Agents re-read every past applicant in your ATS, find what changed since, and flag the ones who fit the role you opened today.

Past applicantApplied 2024

rejected then

What changed since

Promoted to Staff Engineer · payments

Comp signal now €80–90k, inside band

Fits the role you opened today

1,140already screened4 minto re-score them all

Pick up where the agent left off

Step into any conversation and everything the agents learned is already on the candidate. No thread to re-read before your call.

Agent · first message sent Mon

Agent · screening done Wed

Notice 2 months · €78k · remote 2 days

You take the call Thu

Brief already written

Run screening conversations

Notice period, comp, must-haves — and the technical questions you could not ask yourself. Hiring a data scientist without being one, the agent probes the models they shipped and how they validated them.

14hof screening calls you did not take, last month

Wherever they reply

Screening · data scientist

Which models did you take to production, and how did you validate them?

Shipped two ranking models, validated on held-out quarters. Recommended for shortlist.Fit 91

The mobility read

Who is open, not just who fits

Tenure, switch cadence, comp gap, relocation history. You decide what counts for this role — the read updates as you change your mind, and nobody is contacted on a guess.

Try it: turn a factor off and watch the read move.

Not contacted

Open to movemobility read

SettledWorth watchingOpen to moveMoving now

Your rules for this role

Tenure & switch cadence3y 11m in role · moves every ~3y

Comp band gap~12% under market for the level

Relocation & remoteParis → open, remote-first history

388 of 1,482 profiles read as open to move or better

Before you spend a call

Know who is actually interested

A reply is not a yes. Agents turn each one into the facts that decide your next move — available, open to relocate, wants a time — so you know who to call first and nobody is asked the same question twice.

“yes i'm up for a chat.”InterestedAvailable to chatPositive sentiment

“Yes, I'm open to relocate”InterestedOpen to relocationGeo-flexible

“tomorrow at 3:30 works fine”Booked meetingProposing timesMeeting booked

“Sounds interesting, could you send me the job spec?”Requested infoWants the detailPositive sentiment

3,444 signals labelled so far99.85% without a human reading themReal replies, shown truncated and without names

Why it gets better

Every hire makes the next one faster

An agency starts each search from zero. Every reply your agents get is labelled and kept, so the second role in a market is quicker than the first — and the third is quicker again.

10,074candidate replies capturedthe raw material nobody else has

3,444intent signals labelled99.85% of them by the agents

716people found availableworth a message right now

13,083 messages sent so far — the same output as two or three recruiting firms, turned into an asset that keeps working after the hire is closed.

Integrations

Hire from the AI you already talk to

Ask in Claude or ChatGPT, or let it come to you in Slack. The agents read your pool, check who is open, and draft — you approve.

Claude

ChatGPT

Slack

Gemini, Perplexity, Le Chat, Teams

See how it works Get it on ChatGPT MCP setup guide

Asking an assistant for three backend engineers open to move

And works inside the tools you already pay for

Recruitee

Lever

Ashby

Teamtailor

Workable

Gmail

Noota

Granola

22 more

Control

Agents that ask permission, not forgiveness

Automation is only useful if you’d defend it to a candidate. Limits you set, actions on the record.

Clear approval points

Set gates per hunt: first send, follow-ups, scheduling, ATS writes.

Full visibility into agent actions

Every search, message and ATS write is logged with its reasoning. Exportable.

Humans make the calls

Agents qualify and organize. Interviews and offers stay with your team.

Audit log · Senior Backend EngineerRead-only

Ariel approved 3 interview invitesApproval gate cleared

09:29

Sourcing agent skipped 14 profilesYour do-not-contact list

09:58

ATS agent wrote 4 notes to AshbyScoped to this role only

09:41

3 people can approve. Every action is attributed and exportable.

Your brand, their first impression

Candidates hear from your team, not an agency

Agents draft; the message goes out from your CEO, VP or hiring manager once you approve it. That’s why good people reply.

Candidates talk directly to decision makers

Full transparency on the role and the process

Every candidate gets an answer

Fewer steps, faster decisions

up to 95%connection acceptance

49%average reply rate

up to 69%from a founder or hiring-manager seat

Aggregate across 9,242 candidates messaged. The higher figures come from deployments where the founder seat is live and the scorecard is tight.

For hiring leaders

More capacity, no more headcount

Three roles at once, no new recruiter, no agency retainer.

Flat pricing, no success fees.

One view of what moved on every role.

~4 weeksto a signed hire

For founders and hiring leaders

For talent teams

Fewer admin calls, richer context

Skip the notice-period-and-comp calls.

Evidence, transcript and a fit score you can argue with.

Your ATS stays the source of truth.

1 in 2of people messaged reply

For talent teams

800M+profiles reachable

20+ATS integrations

11,686A-players found

99.85%labelled without a human

“We are currently scaling really fast and we need to recruit the best. Umamy enables to do it ourselves and to keep the control on our hirings!”

Edouard Bouvet

Co-Founder & CEO · Swyt Solutions

“We have various needs, and we have tried going through headhunters in the past. We were lacking quality and transparency. With Umamy we get it all back and more.”

Thomas Reynaud

CEO & Co-founder · Garantme

“I didn’t have time to review every profile and felt like I was missing out on great people. Umamy scores everyone fairly and surfaces the best candidates for me.”

Frédéric Clément

Co-Founder & CEO · Mimbi

“We kept interviewing the wrong people and wasting hours on mismatched candidates. Umamy lets us control quality from the start and only meet the right profiles.”