A crew of specialists on your hiring. One of them is human. That’s you.

Builds the JD, the company profile and the hiring plan from a conversation, asks for a 30-second video about the role, and surfaces your existing library before a dollar is spent.

You describe the job. You don't build it. Every draft is yours to edit.

Designs the interview questions from the JD and both profiles, then learns what the hiring manager actually rates and sharpens the set every round.

You approve the question set before a single candidate hears it.

Owns the hiring-manager and company profiles, updating them by listening to the manager's own interviews, so every score reflects the real bar, not just the brief.

The profile is evidence of your judgement, never a substitute for it.

Decides where the budget goes and shows its reasoning: LinkedIn for a developer, SEEK for a bar manager, outreach where ads cost more than they return.

You approve the budget. The agents approve nothing.

Posts where Broker recommends, from a 200+ board network, plus your branded careers URL.

You approve the copy and the criteria before anything goes live.

Reads the job description and works the search in sequence: your library first, then Teamified's database of over 500,000 candidates, then outreach across over 1 billion contacts and job titles by email, text, WhatsApp and phone. Hunter isn't one agent. It's as many as the role needs.

Your recruiter decides who is worth approaching.

The moment a candidate applies, their resume is screened against the role, with skills identified and a full gap analysis attached.

Nobody is rejected on a score alone; reasons are reviewable.

Calls the candidate about their resume: the roles, the dates, the claims. Then reports what held up.

A flag is raised for a person to judge, never actioned alone.

Runs the interview in Autonomous mode, or joins the human interview, recording the visuals, communication and skill signals, with the full read back within minutes of the call ending.

Your questions, your bar. The score is evidence, not a verdict.

Two modes. Blind suppresses age, photo, name and date signals before the decision, on a recency window you set. Audit screens every analysis for bias, re-runnable through a different model.

AI does not always get it right. FairLens exists so a person can challenge it.

Reads the live funnel, explains what is happening in plain language, and proposes one-click changes: drop a bar, lift a band, widen a location. With the evidence attached.

Pulse proposes. You apply the change, or you don't.

Syncs your calendar with Microsoft or Google, takes your interview availability, and schedules candidates automatically on rules you set, across multiple parties.

The hiring manager confirms the time and runs the room.

The single comms bus: every outbound message from any agent goes through Echo, in your voice. Candidates are chased before they go cold, and everyone who missed out hears back with reasoning.

Rejection wording is yours, approved once and reused on every message.