Anonymous recruiting

Hire from the people who are not applying anywhere.

The candidates most worth hiring are usually employed, and employed people do not post resumes. They are not on the boards, they are not answering cold messages, and they are not telling anyone they would move for the right role. Anonymous recruiting is how you reach them: they can be found without being exposed, so they let themselves be found.

How it works

• 1. Describe the role. Upload a job description or a spreadsheet, and the details a role needs — title, location, work model, experience, skills, pay — are extracted for you to confirm. A role is the unit of search; there is no keyword box.
• 2. See who fits. Candidates are ranked against the role on experience, location, right to work, availability and skills, and the score is broken down so you can see why someone placed where they did. How many match is shown before you pay; the cards themselves — match, skills, experience, industry, location, pay range, availability and right to work — come with a plan.
• 3. Read the detail. Behind a card is the professional depth: skills with years, certifications, domain expertise, technical stack, leadership, and a career timeline without company names. Unlimited on either plan.
• 4. Invite the ones you want. You tell the candidate who you are, the role, the pay range, the work model and the place. They can ask questions, accept, or decline, still anonymous. Each candidate you invite uses one of your plan's invites — 200 a month, or 2,640 a year — and only after you have read their profile.
• 5. Learn who they are. When a candidate accepts, they choose what to release: name, email, phone, LinkedIn, employment history, the original resume. This costs nothing and cannot be bought. It is their decision about their own details.

Why candidates engage

Because the asymmetry runs in their favour. You are never anonymous: your name and company are on every approach. They are anonymous until they decide otherwise. A person who would ignore a cold message will read an approach that names the company, the role and the pay, and that the sender chose to spend an invite on.

That last part is deliberate. Reading is unlimited on a plan; invites are not, because an invite reaches a real person, and it only means something while the sender has a finite number of them.

Before you start

• Your company is named on every approach you make. A candidate releasing their details is trusting that the name is real.
• Plan for a conversation, not a contact-details download. A candidate can withdraw a release later; what they cannot withdraw is that you have already read it, so treat released details as the start of a relationship rather than a record to file.
• Candidates can decline or block you, and do not have to say why.
• You cannot approach a candidate you have not read. Reading comes first, so every approach is made by someone who knows what they are approaching.

Discover first. Build interest. Connect. Learn who, when it makes sense.