The agent does the legwork. You make the hire.
How to Source Candidates in 4 Steps
A search box gives you a list to wade through. HireAgent gives you a hire in motion. Describe the role, let the AI recruiter agent source and rank candidates, send personalized AI-disclosed outreach, and get interviews booked. You open a ranked, explainable shortlist instead of a blank search box. Here is exactly how to source candidates, from describing the role to a booked interview.
Engineering, sales, design, data and support roles. The agent does the legwork, you make the hire. Prices in USD.
Press Source candidates to run the agent on this role.
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Ranked shortlist ·
Pick a role and watch HireAgent source matching candidates, screen them against the criteria and build the ranked shortlist.
The recruiting loop
Source candidates in four steps
No boolean strings and no gut-feel screening. You describe the role, the agent sources and ranks, sends the outreach and books the interviews. That is the whole loop.
01 / DESCRIBE
Describe the role
Tell the agent the role, the must-have criteria and the bar. No boolean strings, no search box, just the hire you want to make.
02 / SOURCE
The agent sources and ranks
HireAgent finds matching candidates, screens them against your criteria and returns a ranked shortlist with reasoning on every match.
03 / OUTREACH
The agent reaches out
It drafts personalized, AI-disclosed outreach per candidate, ready to send on your approval or on autosend, so the right people reply.
04 / BOOK
Interviews get booked
When a candidate wants to talk, the agent handles scheduling. You review and decide who advances.
Want the full feature list? See everything the recruiter agent does.
Step one, describe
Describe the role, not a boolean string
You do not build a search query from scratch. Tell the agent the role, the must-have criteria and the bar, and HireAgent turns it into a structured search that mirrors the real hire, so you measure fit instead of keyword luck.
- Roles for engineering, sales, design, data and support
- Plain-language must-have criteria, no boolean strings to write
- One brief per role, nothing for you to wire up
- The same criteria screen every candidate, so the bar stays consistent
- Custom screening criteria on higher plans for your exact role
Step two, the screening that does the ranking
Structured screening, run the same way every time
This is the wedge. Instead of a flat list of profiles, HireAgent screens each candidate against the criteria you set and ties every match to the evidence in their background. You see why someone fits, not just that they appeared.
Per-criterion match
Each must-have is scored on a clear scale, so strengths and gaps are visible at a glance instead of buried in a profile.
See itReasoning on every match
Every candidate points to the part of their background that earned the match, so the shortlist is explainable to your hiring manager and defensible later.
See itConsistent for everyone
The same criteria screen every candidate, so the bar does not drift between profiles, recruiters or days of the week.
See itStep three, the outreach
Personalized outreach, drafted and AI-disclosed
A shortlist only helps if the right people reply. HireAgent writes outreach tailored to each candidate and the role, clearly disclosed as coming from an agent, ready to send on your approval or on autosend.
- Outreach drafted per candidate, not a one-size template
- Every message AI-disclosed, so candidates know an agent reached out
- Send on your approval, or turn on autosend for the pipeline
- You always set the bar, the agent only does the legwork
- Replies route back so you can advance, hold or pass
Step four, interviews get booked
A booked interview, not another task on your list
When a candidate replies and wants to talk, the agent handles the scheduling and puts the interview on your calendar. You review and decide who advances, and recruiting stops being a chase.
A shortlist per role
Every role returns a ranked shortlist with an overall match and a per-criterion breakdown.
Hours back per role
What used to be sourcing, chasing and scheduling becomes reviewing a ranked, explainable shortlist.
Reasoning you can defend
Each match links to the background that earned it, so hiring decisions hold up to your panel and to scrutiny.
Fairer screening
The same criteria run for everyone, with an audit trail, so the bar stays consistent across candidates and recruiters.
Figures are typical outcomes for teams hiring with HireAgent, not guarantees.
A few quick answers
Before you put sourcing on autopilot
Source candidates on autopilot, keep the hire
Describe the role, let the agent source and rank candidates, send AI-disclosed outreach, and get interviews booked. The agent does the legwork. You make the hire.
Role described · candidates ranked · interviews booked