Relationship Led
Warm bench. Engage over time. Hire when ready. Building familiarity before a role even opens.
Best for building a warm bench over time.
200 candidates/monthFrom search to shortlist
Your candidate sourcing operation.
We run your entire candidate sourcing operation. Not just job postings. The full system: hiring strategy, candidate targeting, employer profile, outreach messaging, recruiter digital twin, team, and a daily engine that builds your talent pipeline while you interview and close.
Not just job postings. A full engine. Cancel anytime.
- Hires supported
- 1,000+
- Agency fees
- 0%
- Passive sourcing
- 24/7
- Per engine, monthly
- $400
Who this is for
Stop paying agency fees for talent you can source.
Built for founders, scaling companies, and technical leaders who need to hire but don't have time to prospect.
Founders
Hiring your first 5–50 employees and need a structured pipeline.
Scaling Companies
Companies whose hiring needs outpace internal capacity.
CTOs
Need engineers but don't have the time to source full-time.
Anti-Agency
Tired of paying massive agency fees for candidates you could have found.
The reality
Most companies hire reactively.
A role opens. They post on boards. They wait. The best candidates never apply because they're not looking.
Passive talent requires a different approach: find them where they work, engage before you pitch, build familiarity so when you reach out, they respond.
That takes hours a day across GitHub, StackOverflow, and LinkedIn. You don't have that time. We do.
Daily passive sourcing
= A warm bench of ready talent
Stop starting from zero every time a role opens.
Our methodology
Engage before you pitch. Build familiarity first.
We build the foundation, transform your employer profile, and run a digital twin trained on your hiring manager's tone. Then we run the engine daily. Click through the phases.
Viewing step 1 of 9: Strategy.
Weeks 1–2 · Build the foundation
Hiring strategy — a plan beyond job boards.
We define who you need and the best engines: Relationship Led for a warm bench, Intent Led for job-change signals, Signal Led for active engagement.
The work
- Relationship Led for a warm bench
- Intent Led for job-change signals
- Signal Led for active engagement
Weeks 1–2 · Build the foundation
Candidate targeting, candidate by candidate.
Every candidate scored before pipeline entry — skill level (technologies, frameworks, history), activity level (commits, SO answers, posts), and timing level (job anniversaries, layoffs, role changes).
The work
- Skill level — technologies, frameworks, history
- Activity level — commits, SO answers, LinkedIn posts
- Timing level — job anniversaries, layoffs, role changes
Weeks 1–2 · Build the foundation
Employer profile — candidates check before replying.
We rebuild your profile to attract talent: a company page that signals culture and credibility, a hiring manager that shows technical depth, and content that earns the conversation.
The work
- Company page — signals culture and credibility
- Hiring manager — shows technical depth and vision
- Content — why you're worth a conversation
Weeks 1–2 · Build the foundation
Messaging architecture — not generic InMails.
A/B tested sequences that add value. Outreach with real technical depth.
The work
- Connect — reference specific commits or projects
- Educate — share your engineering culture
- Pitch — tailored to what they actually care about
Weeks 1–2 · Build the foundation
Recruiter digital twin — scale with a human feel.
Scale without losing authenticity. Trained on your employer brand voice, matched to the hiring manager's exact tone, generating messages and engaging posts.
The work
- Trained on your employer brand voice
- Matches the hiring manager's exact tone
- Generates messages and engaging posts
Week 3+ · Run the engine
Connect — build recognition.
By the time the request lands, your name is already familiar. Response rates run significantly higher than cold InMails.
A full sourcing squad — strategist, sourcing specialist, brand & AI — runs daily on your behalf.
The work
- Follow top-tier candidates. Like their technical posts
- Comment specifically on a commit, project, or SO answer
- Connect with personalized context
Week 3+ · Run the engine
Engage — build familiarity.
Daily engagement runs whether they posted or not. Familiarity builds trust, trust builds response rates.
The work
- Monitor signals (new posts, job anniversaries, OSS activity)
- Comment on their technical posts meaningfully
- Engage on trending engineering conversations for visibility
Week 3+ · Run the engine
Pitch — convert attention.
Only pitch after establishing recognition. Context before ask. Value before request.
The work
- Share something specific about the role or problem you're solving
- Pitch engaged candidates referencing their skills and fit
- Book screening calls. You interview and close
Week 3+ · Run the engine
Nurture — build a warm bench.
When a role opens, you pick from a warm pipeline. Stop starting from zero every time a role opens.
The work
- Post employer brand content on your behalf to stay visible
- Nurture candidates not ready yet on a structured cadence
- Update the tracker and flag candidates showing interest
The full picture
Human + AI = Outcomes.
The AI runs research, personalisation, signals, and patterns. The humans run judgment, nuance, and relationships. Foundation + engine + daily execution = a compounding talent pipeline.
Recognition before permission.
Familiarity before pitch.
Context before ask.
Foundation
- Strategy
- Targeting
- Profile
- Messaging
- Twin
- Team
Engine
- Connect
- Engage
- Pitch
- Nurture
- Repeat
Three engines running in parallel
Choose your velocity.
Run one engine or multiple in parallel depending on your hiring urgency. Each engine targets a different candidate signal.
01 · 200 candidates/month
Building a warm bench over time
Warm benchEngage over timeHire when ready
02 · 100 candidates/month
Hiring for an immediate need
Intent Led
Target candidates showing job-change signals. Engage candidates who have recently updated their profiles or hit tenure milestones.
Best for immediate hiring needs.
100 candidates/monthIntent cues
- Job-change signals
- Updated their profiles
- Tenure milestones
03 · 100 candidates/month
Chasing specialized passive talent
Signal Led
Catch live signals. We monitor real-time activity on GitHub, StackOverflow, and LinkedIn. When a candidate engages, we engage within 24 hours.
Best for highly specialized passive talent.
100 candidates/monthIllustrative signal cues
- GitHub
- StackOverflow
What you get
A full sourcing team, without the agency fees.
We deliver the output of a full sourcing team for a fraction of a single agency hire.
Dedicated candidate pipeline with full tracking visibility
Targeting across skill, activity, and timing levels
Employer profile transformation for company and hiring managers
Personalised outreach referencing specific code, commits, or projects
Employer brand content published on your behalf
Recruiter digital twin trained on your brand voice
Weekly reports on pipeline growth and interviews booked
Pricing
$400/month per engine
- Cancel anytime
- No contracts
- No setup fees
Start with one engine or scale up instantly. You build product. We build your bench — an elite, enterprise-grade talent pipeline that you own entirely.
Secure checkout by Stripe. Your access starts immediately.
What happens next
Complete checkout to secure your team's capacity.
Book your onboarding call with your fractional Head of Talent.
We build your twin, select your engines, and launch the foundation.
Ready to build your pipeline?
Human + AI = Outcomes. You build product. We build your bench — a full sourcing team, without the agency fees.
1,000+ hires supported · 0% agency fees