Meet Sam. Sources candidates, schedules the loop, chases the paperwork, runs onboarding day one. The hiring busywork, gone.
Just connected. Next up: link the ATS (Ashby / Lever / Greenhouse), observe 14 days of pipeline events, then calibrate against past hires (Mae, Devraj, Jordan).
Sources from your network first, the open market second.
Most AI sourcers scan the same 800-million-profile lake everyone else searches, then mail-merge the result. Sam starts where the good hires already came from: the people you and your team already know, then the channels that have actually worked for you.
Network first, then LinkedIn and the two channels that filled your last People roles.
First-round screens to your rubric, not a generic bar.
A standalone screener scores against its own model and hands you a number you can't defend. Sam screens against the rubric you set, calibrated on the hires that actually worked out, and shows the receipt behind every line.
- · Ownership signal · strong · cited 3 examples
- · Ambiguity comfort · meets bar
- · Calibrated on: Mae, Devraj, Jordan
Every score links back to the rubric line and the answer it came from. No black box.
Runs the loop and eats the back-and-forth.
The endless reschedule thread is where good candidates go cold. Sam books the panel against everyone's real availability, handles the rescheduling, and keeps the candidate warm the whole way through.
Every interviewer walks in briefed.
The unprepped interview is wasted on both sides. Before each round, Sam writes the brief: who the candidate is, what to probe, and which rubric line this round owns, so the panel covers the bar and never the same ground twice.
- · You own: systems-design depth
- · Probe: the Lattice scaling story
- · Phone screen flagged: tends to under-sell
Chases the paperwork, then runs day one. The yes stays yours.
Offers stall on a missing signature, and a new hire's first day falls apart on logistics nobody owned. Sam chases both. But Sam never makes the call: the offer itself waits for your yes, every time.
Packet assembled, band confirmed against your comp grid. Sam drafted it; the decision is yours.
Background check cleared · I-9 chased · buddy assigned.
Measured against the standard for AI recruiting.
Paradox screens and schedules at volume. Moonhub and Juicebox source from hundreds of millions of profiles. They are good at the work. The difference is what Sam knows and who stays in charge. Where they lead, this says so.
They win on raw reach and volume. Sam wins on knowing your bar, keeping the yes with you, and working from a brain that's yours. Want sourcing muscle? Look at them. Want a recruiter on the team? That's Sam.
- —The onsite
- —The offer call
- —The hard yes / no
- →Sourcing and screening
- →Scheduling and chasing
- →Onboarding logistics
Won't make the hiring decision. It sources, screens, and schedules; the yes is always yours.
How it earns trust.
Nobody gets the keys on day one. Not even the AI.
Watches and drafts. It learns your domain from the brain and drafts everything for your approval. You see exactly what it would do.
Acts, you approve. It proposes real actions. You approve, edit, or kill, and every edit teaches it. Approval rates climb as it dials in.
Routine on autopilot. You hand over the low-risk, repetitive work. The consequential calls still wait for you, by design.
The hand-off.
How Sam pings a human when it's your call.
The honest answers.
No dodging, no contact-sales-to-find-out.
Does Sam decide who gets hired?+
Is Sam available now?+
How does it screen?+
Sam is on the way.
AI Employees are sold separately. Waitlist folks get first dibs when the roster opens.
