Talent SummonerPlain-English briefs
Type what you need. There are no Boolean strings or filter trees to learn, and the agent asks follow-up questions when something is missing.
Sourcing
The AI sourcing tool: describe the role, get a ranked shortlist.
You write the brief the way you would explain it to a colleague. The agent asks follow-up questions, agrees the criteria with you, then searches public professional profiles and comes back with candidates ranked against what you asked for.
What the shortlist looks like
Each candidate arrives with a score, the evidence behind it, and the parts of their background that made them a match. You are reading a judgement, not a list of search results.
- A score with a reason
- The number comes with written reasoning, so you can disagree with it on specifics rather than on gut feel.
- Career history in view
- Recent roles and companies sit on the card, so you can judge fit without opening a profile.
- It fills in as it runs
- Candidates land on the shortlist as they are found, not in one batch at the end.
What it does
What sourcing covers
An agreed candidate profile
Before searching, the agent writes up the ideal-candidate profile it plans to use. You edit it and approve it, so the search runs on your criteria rather than its guess.
Public professional profiles
It reads publicly available professional profiles, including LinkedIn and GitHub, instead of a fixed database of people who already applied.
Reasoning you can check
Every candidate carries a score against your must-haves and nice-to-haves, plus a written explanation of why they matched.
Steer it while it runs
Send a message mid-search to narrow it, widen it, or change direction. You do not have to wait for a run to finish.
Work the shortlist
Save candidates, add someone you already know, ask for contact details, and mark where each person has reached — contacted, replied, interviewed, offer, hired.
How it runs
From brief to shortlist
- 01
Write the brief
Describe the role, the must-haves, and anything that would rule someone out. - 02
Approve the profile
Check the ideal-candidate profile the agent drafts, edit whatever is off, then approve it. - 03
Let it search
The agent searches, reads profiles, and evaluates each candidate against your criteria. - 04
Review the shortlist
Candidates appear as they are found, in order, with the reasoning attached.
FAQ
Common questions
Do I need my own recruiting seat or licence?
No. You do not need to bring a seat on any recruiting product to use sourcing.
Where do the candidates come from?
Publicly available professional profiles and other public professional information.
Can I add people I already know about?
Yes. You can add a candidate to the shortlist yourself and have them evaluated alongside the ones the agent finds.
What if I already have a pile of CVs?
Use ranking instead. It scores CVs you already hold against one job description.
Start with one role
Describe a role you are hiring for and see the shortlist it comes back with.