Search & Candidate Discovery
How Jill finds candidates
Jill searches Jack's network: a six-figure pool of professionals who each have an ongoing relationship with Jack. Jack knows their skills, experience, career goals, and what they're looking for in their next role.
When you create a role, Jill builds a hiring brief from your description and uses it to search across this network. She's not matching keywords on a résumé. She looks at hard skills, but also soft factors like work environment fit and career trajectory. The result is candidates who are more likely to succeed on your team.
Jill runs searches continuously. As new people join Jack's network or update their preferences, she'll surface them if they match your brief.
Search
Search is the full set of candidates matching your brief. During your setup conversation, you and Jill define evaluation criteria together — the specific things that matter for this role (e.g. "has built a team from scratch," "strong systems design," "startup pace"). Jill then scores every candidate against each criterion, which produces an overall percentage fit.
You can browse the results and click within any candidate's entry to see their score on each criterion, along with their experience and education. From there, you can shortlist them or pass.
If you shortlist a candidate, they are then saved in the Shortlisted section of your pipeline for you to review and Request Introductions to at any time.
Jill shortlists the top candidates for you, and sends you an email with her shortlisted candidates either daily or at a cadence of your choice.
Activity indicators
Each candidate has a coloured dot and label showing how recently they've been in touch with Jack. Candidates self-designate their status, i.e. they choose whether to put themselves as "Actively Looking" or something else, but if their behaviour doesn't reflect their choice (i.e. if they're dormant) we'll move them between statuses.
- Green "Actively Looking": Actively job hunting or between roles. Likely to respond quickly.
- Amber "Selectively Looking": Open to the right opportunity but not actively searching. Has told Jack they'd consider a move for the right fit.
These help hiring teams prioritise according to your goals. If you're in a huge rush, you might want to prioritise Actively Looking candidates.
Giving Jill feedback
The more context you give Jill, the better her searches become. You can give feedback in several ways.
- Chat with Jill: Tell her what's working and what isn't. Tell her "I need people with more backend experience", and she'll adjust the next search immediately.
- Shortlist or pass on candidates: Every shortlist and pass teaches Jill what you're looking for. You can also add a Note when you pass on a candidate, which helps her understand why they weren't a fit. Learn more about candidate notes in Pipeline Management.
- Share reference profiles: If you know someone who embodies what you're looking for, share their LinkedIn profile. Jill uses reference profiles to understand your ideal candidate more concretely.
Think of it as a conversation, not a one-shot search. The brief is a starting point: your feedback makes it sharper over time.
Public Profiles
In addition to Jack's network, you can search Public Profiles, a vast pool of publicly available profiles from LinkedIn and other platforms. Jill scores these candidates against your brief and explains her reasoning, just like she does with Jack's network. The difference is that there's no warm introduction. You reach out directly through LinkedIn or your preferred channel. We take no credit or fee from Public Profile hires: they're there to support hiring teams in areas where our network is sparser.