More reach, more hands, same team
Agents work beside your recruiters: they open pools LinkedIn Recruiter cannot see, run the technical pre-qualification your team is not staffed for, and send from a hiring manager’s profile without anyone sharing a password.
Runs inside your ATS · approval gates on every send · read-only audit logSend from the hiring manager. Share no passwords.
The manager connects their own seat once and grants the hunt permission to draft on their behalf. Recruiters write and approve the message; it leaves from the profile candidates want to hear from. Credentials never change hands, and the manager can revoke in one click.
Reach, expertise and a process everyone can see
Pools your search tools do not show you
Agents read full career histories, not the last three jobs. They map adjacent titles, recent movers and your own silver medallists, then say which segment is actually worth working this week.
Technical depth on tap
The agent asks the questions a generalist recruiter cannot: architecture choices, deal sizes, what they actually owned. Answers come back with the follow-up you should ask.
One workspace, hiring managers included
Shared scorecard, shared shortlist, shared feedback. Managers approve from Slack instead of replying to a spreadsheet three days later.
Your ATS gets richer, not bypassed
Notes, transcripts and scores write back into Ashby, Greenhouse or Lever. Nobody has to remember which tool holds the truth.
Volume weeks stop being a problem
Point the agents at an inbound flow or an old pool and every candidate gets scored against the same scorecard. Your team reads the top tier and nothing else.
Describe a job in a sentence, get an agent that does it weekly
Reporting, market watch, nudges, interviewer chasing — the boring recurring work your team does on Fridays. No builder, no flow chart: you write the instruction, set the cadence, and review what it produces.
Monday reporting
Pipeline movement per role, time-to-first-reply, what stalled — in Slack before stand-up.
Talent market watch
Who is hiring, who is cutting, where comp is moving in the roles you own.
Nudges
Quiet candidates chased twice, then dropped. Interviewers reminded about feedback.
Rediscovery
Re-scores your ATS on every new req and surfaces the people you already met.
Scorecard audit
Flags criteria nobody is using and bars the market cannot meet at your budget.
Yours
"Every Thursday, tell me which open roles have no interview booked and why."
Answers for the questions your legal team will ask
Candidate data stays in your ATS. Outreach volumes stay human. Every action carries a name, and the log exports.
Questions from talent teams
Want to see the governance model? Book a call and ask us directly.
Put the agents on your hardest open role
Keep your ATS, your process and your approvals. Add reach, technical depth and a manager's reply rate.