Strategy & Research · Find & Prepare
Describe the role. Get a shortlist worth reaching out to.
Say who you’re hiring the way you’d explain it to a colleague. Doe sources matching candidates, including the passive ones who aren’t applying anywhere, scores each against your must-haves with a reason, and finds a verified way to reach them. No 200-character Boolean string that still misses the best people.
Works acrossDoeLinkedInWeb ResearchGoogle Sheets
What you get.
Describe a role in plain language and Doe sources a shortlist of matching candidates, including passive ones, scores each against the must-haves with a reason, and finds a verified way to reach them. It reads the spec the way a recruiter would, picking up the skills, seniority, and kind of company you want instead of a brittle Boolean string, and dedupes against your pipeline. Run it once for a shortlist, or set it as a Loop to keep an open req sourcing fresh matches as new people enter the market.
The best candidates aren’t searching. And they don’t fit your Boolean string.
Sourcing for a real role is an exercise in translation loss. You know what "great" looks like: someone who’s scaled a similar system at a similar-stage company, senior enough to own it but not so senior they’d be bored. Then you try to cram that into a search string of titles and keywords. But titles are inconsistent, the skills you care about aren’t in anyone’s headline, and the best people are passive: not applying, not optimized for your filters, easy to miss. So you get a list that’s long on "Senior Engineer" job titles and short on the specific experience that matters.
Then comes the grind: open each promising profile, piece together their background, decide if they fit, and hunt down a real way to contact them rather than a connection request that sits unread. It’s hours per role, it has to restart every time a req opens, and the pipeline goes quiet once the sourcing sprint ends, even though new people enter the market every week.
What changes.
- 01How you express the roleBefore · A brittle Boolean string of titles and keywordsWith Doe · Plain English; Doe builds the search
- 02Who you reachBefore · Mostly active applicants who fit the filtersWith Doe · Passive candidates matched on real experience
- 03TriageBefore · Open and read every profile by handWith Doe · Ranked with a reason per candidate
- 04Pipeline freshnessBefore · Goes quiet when the sourcing sprint endsWith Doe · Refreshed on a schedule as new matches appear
From a role description to a scored, contactable shortlist
- 01Reads the role the way a recruiter wouldDoeDoe turned your plain-English spec into real sourcing criteria (the skills, the seniority, the kind of company and trajectory you want), capturing the must-haves a keyword string can’t express
- 02Sources matching candidates, including passive onesLinkedInUsing its native people search, Doe found candidates who match the substance of the role beyond the title, surfacing strong passive people who aren’t actively applying and wouldn’t show up in a job-board search
- 03Confirms the fit signals from public workWeb ResearchDoe read public, professional sources (talks, posts, public projects, company background) to confirm the experience that matters, so the match reflects what someone has done rather than a headline
- 04Scores each candidate against the must-haves, with a reasonDoeThe Judge ranked the shortlist on fit to your specific criteria and wrote a one-line rationale per person, like "scaled a similar platform at Series B, owns the exact stack," so you triage on substance instead of gut
- 05Finds a verified way to reach each candidateGoogle SheetsDoe found a current, verified professional contact where available and wrote the shortlist (candidate, fit reason, background, contact) to a sheet, deduped against your existing pipeline so you don’t re-source someone already in flight
- 06RecurringEvery Tuesday and Thursday at 8:00 AMSet up a req once and keep it sourcing as a Loop. On each scheduled run Doe re-sources against the same criteria, surfaces candidates who weren’t there last time, scores them, and skips everyone already in your pipeline. It’s a scheduled re-search rather than a live feed, which fits hiring, where the candidate pool shifts week to week, so an open role keeps getting fresh, qualified names between sourcing sprints instead of going cold. New candidates added to the shortlist sheet + a digest in Slack.
Start with the right source material.
- 01Add your library and toolsAdd or select the source files Doe should use, then connect the tools this task needs. No API keys, no engineering.
- 02Describe what you need“I’m hiring a [senior backend engineer who’s scaled a high-throughput system at a Series A-C company]. Source matching candidates including passive ones, score each against those must-haves with a reason, find a verified way to reach them, and skip anyone already in our pipeline. You can also have it refresh the shortlist twice a week.”
- 03It runs on scheduleRuns twice a week. The req keeps a live, scored shortlist with contact details instead of a one-time list that goes stale.
Before you delegate.
- 01How is this different from Boolean search on a recruiting platform?Boolean search matches strings (titles and keywords), so it misses people whose headline doesn’t match and rewards profile optimization over real skill. Doe reads the substance of the role and sources on the experience that matters, confirming it from public work, then scores each candidate with a reason. You spend your time on a ranked shortlist of genuine fits instead of paging through string-matched results.
- 02Does it find passive candidates or just active job-seekers?Both, with an emphasis on passive talent: the strong people who aren’t applying anywhere and won’t appear in a job-board search. Doe matches on what someone has done rather than whether they’ve signalled they’re looking, which is where the candidates worth a personal outreach tend to be.
- 03What contact details does it return, and are they verified?Doe finds a current, verified professional way to reach each candidate where one is publicly available, and verifies it on output rather than handing you a guess that bounces. It surfaces public, professional contact information. It doesn’t scrape private data or pull anything from behind a login, and the source of each detail travels with the row.
- 04Is this compliant and respectful of candidate privacy?It works only from public, professional sources, the same places a thoughtful recruiter would look, and never from behind a login or in violation of a platform’s terms. You stay in control of outreach; Doe builds and scores the shortlist and drafts messages for your approval, so a human decides who gets contacted and how.
- 05Does it message candidates automatically?No. Doe sources, scores, and can draft a tailored first message referencing why the person fits, but it queues that for you to review and send. Candidate outreach is a relationship, and a generic automated blast is how you burn a talent pool, so the human stays in control of what goes out.