Designed by a recruiter. On your side.
For 20 years I've worked on the other side of the hiring desk. This is what I've seen, and why I built this for you.
What I actually do
I don't just post a job and wait for candidates to apply. I find them on LinkedIn and reach out.
Every day, I search LinkedIn for people with the right experience for the jobs I'm filling. I read their profiles, and when someone looks like a fit, I write to them directly: "I'm filling a role I think you'd be great for. Open to a quick call?" I follow up. I pick up the phone. I talk with them about the job, and I bring the best of them to the hiring manager.
That's real recruiting. Not posting an ad and sitting back, but going out and getting the people you want.
What I see behind the scenes
At any given time I'm recruiting for maybe 20 jobs. Each one of them has hundreds and hundreds of applicants. That's a lot to filter through.
Don't get me wrong: I will find the best candidates in that pile. That's my job, and I'm good at it. But here's what most people never hear from a recruiter: I appreciate it when a candidate emails me. It stands out. And when a hiring manager forwards me a candidate's email or LinkedIn message, I appreciate that too.
Even when someone who writes to me isn't a perfect fit on paper, I give them more consideration. I often pick up the phone and talk to them, and I forward them to the hiring manager. Over the years, managers have sent me candidates who reached out to them directly, and those people got interviews. Many of them got offers.
And when a candidate emails me about a job I'm not recruiting for, I don't ignore it. I forward it to the teammate who is. That's how hiring teams work: a short, sincere note finds its way to the right desk.
So don't be shy. Just like I proactively reach out to candidates for the jobs I'm filling, you can, and you should, proactively reach out to the hiring managers and recruiters after you apply. Reaching out isn't pushy. It's how good candidates get noticed.
Why I built this
The move works. Almost nobody makes it, for two reasons: finding the right person is hard, and writing to a stranger feels intimidating. So I built the tool I wish every candidate had. It finds the people behind the job and gives you the words, so you can make the move with confidence.
Why this is different
Built on a recruiter's judgment
Who really runs the team, who they report to, when an ad comes from a staffing agency, when an employer is hiding its name. That's recruiter knowledge, not a contact database.
Managers and recruiters
Other tools hand you one name, or tell you to skip the recruiter. We know recruiters are your allies, so you get both.
Honest about what we know
Every name and email is labeled for how sure we are. If we can't find them, we say so, and it costs you nothing.
Your voice, your send
We never blast emails for you. Hiring managers can spot automated outreach a mile away. A short note you send yourself is what works.