From client brief to
candidate conversations.
Work out the requirements, research your candidate pool, review your shortlist and run personalized outreach. Move interested candidates into your existing ATS.
Follow one example: an agency hiring a Germany-based enterprise SaaS account executive. The brief, candidate and messages below are fictional illustrations, not product screenshots or customer results.
Make the brief specific.
Bring the job description and your client notes. Use chat or an AI briefing call to turn them into criteria you can assess.
- Separate must-haves from preferences.
- Define what counts and which alternatives qualify.
- Review and approve the brief.
An enterprise SaaS AE in Germany, with experience selling to healthcare buyers.
- B2B closing experienceMust-have
- 5 years of SaaS closingMust-have
- Currently based in GermanyMust-have
- Experience selling to healthcare buyersMust-have
What counts as B2B closing?
Owned sales through to a signed contract with a business customer. Booking meetings alone does not meet this requirement.
Bring in your candidate pool.
Start with candidates you already have, or bring in a fresh search. Check them against the same client brief.
Which ATS import options can I use?
Available actions depend on the supported connection. CSV is a file-based import, not ongoing sync.
Your ATS
Supported native connection
LinkedIn search
Profiles from your search results
CSV upload
A file from your existing workflow
Enterprise SaaS account executive · Germany
See the evidence behind the score.
Run candidate checks to research profiles and employers against your brief. Get a scored shortlist with findings you can inspect.
- See the evidence for each requirement.
- Spot must-have gaps and unanswered questions.
- Read fit alongside evidence coverage.
What does employer research tell you?
It provides business context. A candidate's own experience still needs to support claims about their responsibilities.
Alex Taylor
Account Executive · Northstar Software
Client's must-have requirements
Profile describes closing contracts with business customers.
Four years of SaaS closing experience are listed.
Current profile location is London, UK.
The profile doesn't specify the customers Alex sold to.
How is fit calculated?
These four must-haves have equal weight. Met earns full credit, Partly met half and No zero. Unknown is excluded from fit, so this example scores 1.5 out of 3 assessed criteria: 50% fit, with 75% evidence coverage.
The score summarizes the assessment. It isn't a probability of success or a substitute for reviewing must-have gaps.
Review the candidates who need your judgment.
Sometimes the available data isn't enough for a conclusive assessment. See who needs a closer look and which question is still open.
- Focus on the candidates with unanswered requirements.
- Check the evidence or add what you already know.
- Record your judgment, or leave the question open.
- Alex TaylorAccount ExecutiveHealthcare buyersUnknown
The profile doesn't name the customers Alex sold to.
Jordan LeeEnterprise Account ExecutiveClosing responsibilityUnknownSales work is listed, but ownership of the close is unclear.
Sam RiveraSenior Account ExecutiveYears of SaaS closingUnknownMissing role dates leave the relevant tenure uncertain.
Example: resolve Alex's missing buyer evidence
Your previous call notes confirm sales to hospital procurement teams. Add those notes and mark the criterion Met, with a reason. The location and experience gaps still remain.
See how many candidates each requirement adds or removes.
Too few candidates, or too many? See the change in shortlist size before changing a requirement's priority.
- Compare the candidate count for each requirement.
- Review who would be included or ruled out.
- Agree on trade-offs with your client.
- Review the shortlist after a priority change.
What changes, and when do you need more research?
- Changing priorities or filters helps you reconsider candidates already checked.
- Adding or materially changing a criterion can require new checks to gather the relevant evidence.
- If the existing pool cannot meet the brief, bring in more candidates and check them.
These insights describe your checked candidates, not the entire talent market.
Here, shortlist means candidates without a confirmed must-have gap. Unknowns may still need review.
Expand your shortlist
Narrow your shortlist
Illustrative counts. Each change starts from the same shortlist of 21; the changes are not additive.
Enrich the people you want to contact.
Find available emails and phone numbers for your selected shortlist. Spend the enrichment allowance on the people you intend to approach.
Find an available address
Phone
Find an available number
Contact availability varies by candidate.
Make the message relevant.
Use the candidate's assessed experience to explain why this opportunity is relevant. Turn unresolved gaps into useful questions.
- Connect the message to actual evidence.
- Review the facts and tone before launch.
Alex has sold to procurement teams at hospital groups.
Hi Alex, you mentioned selling to hospital procurement teams when we last spoke. I'm working on an enterprise SaaS role serving healthcare organizations in Germany.
You're currently based in London. Would a Germany-based role be something you'd consider?
Based on the fictional call notes in step 04.
Keep the conversation moving.
Launch your reviewed sequence. Emails send automatically; LinkedIn messages are queued for you to carry out.
- Handle email and LinkedIn conversations in one inbox.
- Set a reminder for the next follow-up.
- Keep track of who wants to hear more.
The reply tells you whether there is interest.
Illustrative conversation and reminder.
Take interested candidates into your ATS.
Carry interested candidates into your existing recruiting process, with the findings and questions you need for the next conversation.
What transfers to my ATS?
Fields and actions depend on your supported connection or CSV export. Add any research notes the transfer does not include. Qualification and availability still need a conversation.
I'd be open to hearing more. Can we discuss the location and what the role involves?
Your ATS
Candidate details · findings · open questions