You're spending $10K/year on LinkedIn Recruiter and still can't reach the hiring manager directly.

Detect which companies are actively hiring, get verified decision-maker emails, and run personalized outreach — all without sending another InMail that gets buried.

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No credit card required. Find your first hiring company in under 5 minutes.

Why most recruiters are stuck in a sourcing treadmill that never ends

You spend 70% of your time sourcing and 30% actually recruiting. It should be the other way around.

The recruiter tool stack today

LinkedIn Recruiter ($10K/yr) — InMail response rates dropped to 18%. Decision-makers have 400+ unread messages
Job board subscriptions ($3-5K/yr) — you see the same postings as every other recruiter, no speed advantage
Email finder ($200/mo) — catches maybe 60% of emails. The rest bounce and burn your sender reputation
Cold email tool ($150/mo) — separate from your sourcing, so every outreach requires manual copy-paste between tabs
CRM ($100/mo) — another system to update manually. Half your pipeline data is stale within a week
You're paying $15-20K/year across 5 tools that don't talk to each other. And you're still doing the same manual work

With this platform

Detect companies actively hiring before other recruiters see the posting — job board monitoring with AI evaluation tells you who's spending
Get the hiring manager's direct email in seconds — not their LinkedIn inbox with 400 unread InMails. Verified through 7 sources
One platform: detect hiring signal → find decision-maker → verify email → launch personalized outreach. Zero tab-switching
AI writes outreach that references the specific role they're hiring for, their company context, and their growth stage. Not 'I noticed you're hiring'
Track every client and candidate conversation in one pipeline. No manual CRM updates. No stale data
Replace $15-20K/year in tools with one platform that actually connects the dots between sourcing and outreach

Here's how recruiters fill roles end-to-end with one workflow

From hiring signal to placement — in one workflow.

This is what business development and candidate outreach looks like when every tool shares the same data.

Detect Hiring

Monitor job boards across industries. AI evaluates each posting for budget signals, urgency, and seniority. Know which companies are actively spending on talent before other recruiters reach out.

Find the Decision-Maker

Company is hiring a VP of Engineering? Find the CTO or VP Talent's direct email. Not their LinkedIn inbox — their actual inbox. Verified through 7 data sources so it doesn't bounce.

Personalized Outreach

AI writes sequences referencing the exact role they posted, their company stage, and their hiring pain. Multi-step campaigns across warmed sending accounts. Reply detection threads everything.

Fill & Repeat

Track conversations through your pipeline. Land the client, then use the same platform to source candidates — find their emails, run outreach, manage replies. One system for both sides.

Your recruiting pipeline this week — built from hiring signals

Nexus AI (Series B, 85 employees) Posted: VP of Engineering

CTO — Sarah Chen Personalized sequence sent — opened 2x

CloudScale Inc Posted: 3 senior devs + eng manager

VP Talent — Marcus Reid Reply received — intro call Thursday

DataPipe Analytics (YC W24) Posted: Head of Growth

CEO — James Park Verified email — sequence queued

BrightPath HR Software Posted: Sr. Product Designer

CPO — Lisa Huang AI sequence generating

Metro Logistics Posted: Entire data team (5 roles)

VP Engineering — David Kim Contact enriched — launching tomorrow

Email verification sources

18%

Avg InMail response rate (theirs)

52%

Avg direct email response rate (yours)

LinkedIn InMails needed

Start Finding Hiring Companies

Free to start. First hiring signal in under 5 minutes.

The specific tools recruiters use most

The recruiter toolkit: source clients and candidates from one platform.

Each tool works independently. Together, they replace LinkedIn Recruiter, your email finder, your outreach tool, and your CRM.

Hiring Signal Detection

Monitor job boards across industries automatically. AI evaluates each posting for budget size, urgency level, and growth patterns. A company posting 5 engineering roles in a week signals serious budget. You'll know before other recruiters start cold-calling. Filter by seniority, department, location, and company size to match your placement specialty.

Decision-Maker Contact Finder

Found a company hiring? Get the VP of Talent, CTO, or hiring manager's direct email — verified, not guessed. A 7-source waterfall finds emails that single-provider tools miss. Every address is confirmed deliverable before it reaches your outbox. Skip LinkedIn InMails. Land in the inbox where they actually read.

Personalized Outreach at Scale

Generic "I'm a recruiter specializing in..." emails get deleted. AI writes sequences referencing the exact roles they posted, their company stage, and specific hiring pain points. Multi-step campaigns. Reply detection. Warm sending accounts. Every email reads like you spent 10 minutes researching — because the system did it in seconds.

Candidate Sourcing

Once you land the client, use the same platform to find candidates. Search by title, company, technology stack, and seniority. Get verified personal emails for passive candidates who don't check LinkedIn messages. Run candidate outreach campaigns with the same tools you used to win the client. One workflow, both sides of the desk.

Email Verification & Deliverability

A bounced email to a hiring manager kills your shot. Every email passes through a 7-source verification waterfall before sending. Catches invalid, catch-all, and disposable addresses. Domain warmup builds your reputation gradually. You never worry about spam folders because the system prevents the problem at the source.

Pipeline & Relationship Tracking

Track every client conversation, every candidate touchpoint, every placement in progress. No manual CRM updates — replies auto-thread into conversations. See your full pipeline at a glance: which clients are active, which roles are open, which candidates are in play. One view for your entire desk.

Build Your Recruiting Pipeline

Both sides of the desk. One platform.

How does this compare to what you're paying now?

You're paying LinkedIn tax on every placement. Here's what it actually costs.

Most recruiters spend $15-25K/year across LinkedIn, job boards, email tools, and CRMs. This platform replaces the prospecting half of that stack entirely.

Function	This Platform	Typical Recruiter Stack	Annual Cost
Hiring signal detection	Built in AI-evaluated job monitoring	LinkedIn Recruiter + manual monitoring	$10K-$12K
Contact/email finder	Built in 7-source waterfall, verified	Lusha, ContactOut, or Apollo	$2K-$5K
Email verification	Built in Automatic before sending	NeverBounce or ZeroBounce	$500-$1,200
Cold email outreach	Built in Multi-step, AI-personalized	Instantly or Woodpecker	$1,800-$3,600
Email warmup	Built in Automatic reputation building	Warmup Inbox or Mailwarm	$600-$1,200
CRM / pipeline	Built in Auto-threaded conversations	Bullhorn, Loxo, or HubSpot	$1,200-$4,800
Total	One subscription	5-6 separate tools	$16K-$28K/yr

That's per recruiter. Multiply by your team. Then add the placements you lose because someone else reached the hiring manager first.

Zero risk to try. See results before you pay anything.

No credit card required

Find hiring companies, get decision-maker emails, and send your first outreach — before you're ever asked to pay. Judge the quality against LinkedIn Recruiter yourself.

Keep LinkedIn while you test

Don't cancel LinkedIn Recruiter on day one. Run both in parallel for a month. Compare response rates, time spent sourcing, and placements closed. Switch when the data speaks.

5 minutes to first results

Sign up, set your industry filters, and see companies actively hiring. Get verified emails for the hiring manager. No onboarding calls, no contracts, no quarterly commitments.

Try It Free

Try it free, cancel anytime.

I built this because I watched recruiters spend more time sourcing than recruiting.

A friend runs a technical recruiting firm. Ten recruiters, all paying for LinkedIn Recruiter, all sending InMails into the void. Response rates had dropped to 15-18%. They were spending $120K/year on LinkedIn seats alone — and still manually checking job boards every morning to find which companies were hiring.

The workflow was painful to watch. Check job boards. Find the company. Go to LinkedIn. Find the hiring manager. Send an InMail. Hope they check LinkedIn this week. If no response in 5 days, try to find their email somewhere else. Maybe it bounces. Start over.

I showed them what happens when you connect the dots: detect the hiring signal automatically, find the decision-maker's direct email (verified, not guessed), and send personalized outreach that references the exact role — all from one screen. No more tab-switching. No more hoping someone checks their LinkedIn.

Their team went from 3 placements per recruiter per month to 5. Same people, same effort. Just less time wasted on sourcing infrastructure and more time actually talking to hiring managers.

Questions recruiters ask

For business development outreach to hiring managers — yes. LinkedIn Recruiter's main value is InMail access and the network graph. But InMail response rates have dropped to 18% because every recruiter uses it. Direct email to a verified inbox gets 40-55% open rates and 15-25% reply rates. For finding and reaching hiring managers, direct email wins. LinkedIn still has value for candidate research and relationship building — but you don't need the $10K/year Recruiter seat for that.

We monitor actual job postings across multiple boards. AI evaluates each posting for budget indicators, urgency, and seniority. A company posting 5 roles in a week is a stronger signal than one posting. You can filter by department, seniority, location, and company size. These are real postings from real companies with real budget — not intent signals or predictive guesses.

The platform finds publicly available business email addresses. For B2B outreach to hiring managers, this falls under legitimate interest in most jurisdictions. For candidate outreach, you're reaching out about a relevant job opportunity — standard recruiting practice. As with any outreach tool, you're responsible for complying with local regulations. The platform gives you the data; you decide how to use it responsibly.

Three layers of protection. First: every email is verified through 7 sources before sending — no bounces destroying your reputation. Second: automatic domain warmup builds sender reputation gradually. Third: sending rotation across multiple warmed accounts prevents volume spikes. You send from dedicated outbound domains, not your main business domain. The system treats deliverability as infrastructure.

Yes — both sides of the desk. For client development: detect hiring signals, find hiring managers, run outreach campaigns. For candidate sourcing: search by title, company, and skills, get verified personal emails, run candidate outreach sequences. Same tools, same platform, different targeting. Most recruiters start with client development (higher ROI) and add candidate sourcing once they see the workflow.

Yes. Team accounts with shared access to hiring signals, contact data, campaigns, and pipeline. Each recruiter sees their own desk. Managers see the full picture. Shared data means no duplicate outreach to the same company — the system knows who's already working that account.

Right now, a company just posted 5 senior roles. Another recruiter is already drafting their pitch. Are you still checking job boards manually?

Every hour you spend sourcing is an hour you're not closing. The recruiters outpacing you aren't working harder — they're reaching hiring managers first.

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