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Working with Jill

How to talk to Jill

Jill is available through chat on every role. She responds in real time, just like a conversation with a human recruiter.

You can also reach Jill by email. She reads and responds to emails on each role, which is useful for quick updates and communicating when you're on the fly. Each role has a different Jill agent associated to it, and therefore a different email address.

The Inbox

Your default landing page is the Inbox. It surfaces the most important updates across all your roles in one place — new shortlisted candidates, introduction updates, and messages from Jill. Each item links directly to the relevant candidate or conversation, so you can take action without switching between roles.

You can filter the Inbox by role (including your pinned roles) and mark items as read or archived.

Multiple roles

If you're hiring for more than one role, each role gets its own Jill with its own brief, search, pipeline, and configuration. Each Jill is only aware of the candidates within the scope of her role: she doesn't have the context of the rest of your hiring pipeline. However, you can ask Jill to transfer candidates between roles.

Your dashboard shows all your roles at a glance. You can switch between roles using the sidebar.

Pinned roles

If you're managing several roles at once, you can pin your most important ones. Pinned roles appear first in the sidebar and can be used to filter your Inbox and other views, so you can focus on what matters most without scrolling through everything.

Changing how Jill works

You can change Jill's brief at any point. Just tell her! If you want her to do something differently, say so, i.e. "Focus on senior candidates, we've decided to level this up." Jill adjusts immediately.

Daily updates

Jill reviews each of your active roles daily. She checks for new candidates worth surfacing, pending introductions that need follow-up, and pipeline activity you should know about. If there's something worth telling you, she'll reach out in chat or by email, depending on your configuration.

Configure Role

Each role has a Configure Role page where you set the defaults Jill follows for that role. The goal is to let Jill learn your preferred cadence, communication style, and ways of working for each search.

Jill settings

  • How often Jill emails you. Set the update cadence (e.g. daily digest).
  • How selective Jill should be. Control the bar for which candidates make it into her emails, from broader to only the clearest matches.
  • How candidates are presented. Choose the framing (e.g. why they fit this role). Jill shows you a live example email so you can see exactly what you'll receive.
  • Follow-up behaviour. Tell Jill how to handle candidates already in motion, whether to follow up when action is needed or leave it to you.
  • Who receives daily updates. Route Jill's update emails to the right person on the role.
  • What Jill highlights about each candidate. Choose what information Jill leads with when presenting candidates in search results.

Introduction flow

  • Who receives the introduction email. By default it's the role owner, but you can route intros to a different collaborator. For more complex setups, you can configure custom routing — for example, "send engineering candidates to Alice and commercial candidates to Bob."
  • Scheduling link. Include a scheduling link (e.g. Calendly) so candidates can book time directly from the introduction email. Jill includes it at the end of the intro with a clear call-to-action.

Internal visibility

Listing appearance

  • Public. Your company name and brand are visible on job boards. Higher engagement, better matches.
  • Anonymous. Your company name stays hidden until you connect. For stealth hiring.
  • No listing. Active for search and matching only. Not promoted on job boards.

Team members

Role status

  • Stop hiring to pause introductions and remove the role from job boards. You can restart at any time.
  • Start hiring to re-enable introductions and promotion.

Reset search approach

If Jill isn't finding the right candidates, you can ask her to recalibrate. She'll review who you've actually said yes to, rebuild the reference set, and tighten the search criteria based on your real preferences — not just the original brief.