AI candidate sourcing with quoted evidence

You start by describing the role the way you would explain it to a colleague, for example "senior backend engineer, Go or Rust, payments experience, EU timezone, open to contract". Hyre then works through five steps on its own:

• Map. It builds a competitor map from your role: direct competitors, same-industry companies, the client side and the tool side.
• Search. It searches public sources for people who work, or used to work, at those companies.
• Resolve. Mentions of the same person across different pages are merged into one profile, so you never review the same person twice.
• Evidence. Every fit score rests on lines quoted from public pages, so you can read why someone fits.
• Rank. People are ranked by location tier and fit. Only people at 70% fit or higher show by default.

Hyre searches the public web, company team pages, GitHub and your own past applicants. Past applicants matter more than most teams expect: someone who was a near miss for one role last year can be the strongest match for the next one, and they already know your company.

You stay in control of where Hyre looks. Each role has location tiers (primary, then tier 1 to 3) and a "never search here" list, and locations on that list are skipped entirely. Recruiters can also add people by hand, with or without an email address, for example a referral from a colleague. Everyone, however they were found, sits in the same round and moves through the same five steps: Source, Screen, Test, Interview and Hire.

Most sourcing tools give you a number and ask you to trust it. Hyre shows its working. Each fit score is built from short quotes taken from public pages, such as a team page that names someone's role or a project they shipped, and the quotes sit next to the score.

That changes how a recruiter spends their time. Instead of opening ten tabs to check whether a profile is real, you read two or three quoted lines and decide. If the evidence is thin, the person does not reach the 70% threshold and does not show as a result. You can change that threshold per role when you want a wider or narrower list. When you disagree with a score, you can still move the person forward by hand, and that move is logged with your name and reason.

Hyre does not scrape LinkedIn, does not buy contact data and does not harvest email addresses. We think hiring tools that rely on those shortcuts put both the candidate and the employer in a bad position, and they make it harder to explain to anyone where a profile came from.

Outreach follows the same idea. Hyre drafts a personalised email sequence for each person, and a recruiter reviews and approves it before anything is sent. Emails go from your own connected mailbox, capped at 40 a day, and a sequence stops as soon as the person replies, opts out or moves stage. Opting out takes one click, and that person is never contacted again. Replies sync into the Hyre inbox, so the conversation stays next to the profile and its evidence.