Umamy vs the other ways to hire: hire twice as fast.
Stop overpaying for roles that stay empty.
Umamy works your three talent pools: your ATS brought up to date, your inbound applications and direct outreach, signed by the future manager. For SMBs and Enterprise.
Your candidates don’t reply to recruiters. They reply to their future manager.
- Data engineerSeen, no reply
- Sales managerSeen, no reply
- Project leadNot interested, thanks.
- Back-end developerSeen, no reply
- Financial controllerUnread
- Product managerSeen, no reply
- Data engineerYes, happy to. Thursday 6pm?
- Sales managerSeen, no reply
- Project leadCurious to hear more.
- Back-end developerWhy not, call me tomorrow.
- Financial controllerSeen, no reply
- Product managerSeen, no reply
18% reply rate to a recruiter’s message (Umamy internal measure). 1 in 2 candidates reply when the manager writes, as measured with our customers.
Measured with our customers.
3×more interviews per weekEveryone knows the brand. Nobody answers the recruiter.
Jess EdwardsTalent Advisor, EMEARead the story →70%of candidates replied35 of 50 candidates replied when a manager wrote first.
Marc MénardiAdvizeRead the story →40%of conversations ended in a hireHunting directly from the manager’s account worked.
Lise MallierWater HorizonRead the story →30interviews in 3 weeksAbout fifteen candidates and thirty interviews, without a sourcing team.
Sylvain DemortierCEO, LynxUp ConsultingRead the story →Unanswered messages, a time to hire that keeps growing: that is the real cost.
Unanswered InMails, follow-ups piling up: the role stays open, and every extra week pushes back the day the new hire delivers. With Umamy, the message comes from the future manager, candidates reply, and time to hire is halved on average with our customers.
Hire the right person, not the first available one. Talk to Clément →
Same role, same candidate. Only the sender changes: with Umamy it is the manager who will hire, from their own LinkedIn, after approval.
The same hire, four ways to pay for it.
Agency: assumes 20% of the yearly salary. LinkedIn Recruiter: the only public price list, in the UK, about €10,664 per licence a year.
Three ways to find your talent, in one workspace.
Other tools work only one. Umamy works all three, on the same scorecard.
Umamy vs each way to hire.
The three ways of hiring Umamy is most often compared with: what each does well, where it hurts for an SMB, and what changes with Umamy. AI sourcing tools are compared one by one further down.
LinkedIn Recruiter
Recruiter Lite, Recruiter, Corporate: the tool every recruiter knows, and the largest profile database.
A licence gives access, not candidates: someone has to search, sort, write and follow up.
Umamy vs LinkedIn RecruiterAgents search and rank on your criteria, with the Dynamic Fit Score. First candidates 10 minutes after the brief.
The message comes from the recruiter, by InMail, capped at 30 a month on Lite and 150 per licence on Recruiter (LinkedIn, checked 12 November 2026).
LinkedIn Recruiter pricing in 2026The message goes out from your manager’s LinkedIn, like an ordinary message: 1 in 2 people contacted reply.
The price follows the number of licences, not your roles: one seat per person, Recruiter on quote.
Flat price per open role, unlimited seats, from €249 a month. Umamy runs on top of your LinkedIn and replaces nothing.
Recruitment agencies and RPO
Headhunters, generalist agencies, RPO: someone does the work, and bills the outcome.
Fees indexed on salary: the more senior the role, the higher the bill.
Hire without an agencyFlat price per open role, no placement fee, whatever the salary.
The candidate talks to an intermediary, not to their future manager.
The message comes from your manager, and your team reviews every profile before anything is sent.
The talent pool stays with the agency: next role, you start from zero.
Your talent pool and your conversations with candidates stay in your workspace, and your context enriches the next hunts.
Job boards and inbound applications
Indeed, France Travail, your careers page: you wait for candidates to come.
You only reach people who are looking: the best profiles, employed, do not apply.
Alter Ego Sourcing contacts the people who never apply, while employed, in your manager’s name.
Thousands of applications to read, few good ones, and reply delays that lose the best.
Application ReviewApplication Review reads every application the same day, on your scorecard, and answers good profiles fast.
A job ad waits for candidates: on a hard-to-fill role, nobody applies and the role stays open for weeks.
Umamy does not wait: first employed profiles 10 minutes after the brief, ranked with the Dynamic Fit Score next to the applications you receive.
What people ask us before switching.
Who messages the candidate?
A recruiter InMail or an agency email comes from someone the candidate will never work with: not an operational lead, not an executive, not their future manager. With Umamy the message goes out from the LinkedIn of the manager who will hire, after approval: from the very first message, the candidate talks to the person they will work for. Measured result: 1 in 2 people contacted reply.
How is a profile’s score justified?
A score with no explanation does not survive a hiring manager. The Dynamic Fit Score rates each profile criterion by criterion on your scorecard, shows the reasoning and the sources, and recalibrates on your yes and no.
What does a hire that drags on cost you?
A role that takes long to fill means a long time to hire, so results that come late: if it takes you 6 months to hire a salesperson, they will not deliver before 9 months. With Umamy, time to hire is halved on average, as measured with our customers: your teams are in place sooner and productive faster, which costs far less.
Who owns the talent pool at the end?
An agency keeps its talent pool, that is its business. With Umamy, your talent pool and your conversations stay in your workspace and export.
What happens without a dedicated in-house recruiter?
A LinkedIn Recruiter licence assumes a person dedicated to the search. Umamy works on its own: its agents do the search, the sorting and the message drafts. Your team only approves, about 1 hour a week on average, versus 20 hours a week with LinkedIn Recruiter.
One more tool to learn.
Umamy works with you like a colleague, by email, Teams or Slack: you approve, you do not click around yet another app.
My managers have no time.
They get drafts to approve in a minute, not a search to run.
I do not want to burn my team’s LinkedIn.
Sending pace capped per account, personalised messages, nothing goes out without approval.
I already have an ATS and tools.
Umamy runs on top of your ATS and your LinkedIn. Nothing to migrate.
What about my data?
Umamy is based in Paris. Your context enriches your workspace, not a trained model.
What we guarantee.
- We send nothing without you. Every message and follow-up waits for your approval, and everything sits in an exportable history.
- You approve from your own tools. By email, Teams, Slack, ChatGPT or Claude: every approval happens where you already work, without opening another app.
- We take no placement fee. Flat price per open role, from €249 a month. The candidate’s salary changes nothing.
- We do not keep your candidates. Your talent pool and your conversations stay in your workspace.
- We do not replace your ATS. Nor your LinkedIn. Umamy runs on top, and your first candidates arrive 10 minutes after the brief.
Switch to Umamy in less time than it takes to write a job ad.
Describe the role
Two lines are enough. The agent proposes a scorecard, you approve it.
First candidates in 10 minutes
Ranked with the Dynamic Fit Score, reasoning and sources shown. Umamy Momentum says who is ready to move.
Approve the messages
By email, Teams or Slack. The message goes out from the manager’s LinkedIn. Nothing leaves without you.
Umamy vs each tool, page by page.
One page per tool: what it does well, its dated price, when to keep it, and what changes with Umamy.
LinkedIn Recruiter alternative
One licence per recruiter, versus a price per role and a message signed by the manager.
See the comparison →Kalent alternative
An AI agent for agencies and IT services firms, versus a tool for the company that hires.
See the comparison →TalentFindr alternative
Same entry price, two models: per licence or per open role.
See the comparison →Collective.work alternative
Per seat and for agencies, versus a per-role price for SMBs.
See the comparison →Juicebox alternative
Natural-language search, US and tech oriented, versus timing and the manager’s message.
See the comparison →Jack & Jill alternative
10% of the salary per hire, versus a flat price per open role.
See the comparison →Stop overpaying for roles that stay empty.
Describe the role. 10 scored profiles within one business day, no commitment.
