Augmented headhunting

The 5 candidates who matter. Not the pile of 200.

Talent Intelligence is an augmented headhunting engine that lives inside Claude.

Inside Claude — not one more SaaS login

200 profiles sourced5 that matter →

01 — What you get

The result, not the tool.

Most tools hand you a search engine and leave you to sort. Talent Intelligence delivers a shortlist that's ready to reach out to.

The hidden profiles

The candidates LinkedIn and job boards don't surface — sourced where they're actually active.

The fit, explained

For every candidate, why they fit the role — argued and sourced. Not an opaque score.

In minutes, not days

Describe the role, go do something else, the shortlist lands. Manual sourcing took days.

02 — Against the market

A tool makes you search. We deliver.

The big databases bet on volume: you dig, filter, guess. Talent Intelligence bets on precision: the system sources, a recruiter validates, and the engine learns from every hire.

	Sourcing databases	LinkedIn Recruiter	Generic AI assistants	Talent Intelligence
What you get	Sourcing databasesA giant search engine	LinkedIn RecruiterA network and filters	Generic AI assistantsChatbot answers	Talent IntelligenceA delivered shortlist
Who does the sorting	Sourcing databasesYou	LinkedIn RecruiterYou	Generic AI assistantsYou check everything	Talent IntelligenceThe system, then a recruiter
The "why this candidate"	Sourcing databasesYou guess	LinkedIn RecruiterAbsent	Generic AI assistantsGeneric	Talent IntelligenceExplained and sourced
Improves with your hires	Sourcing databasesNo	LinkedIn RecruiterNo	Generic AI assistantsNo	Talent IntelligenceYes — it learns from outcomes

Nobody's short on volume. What's missing is the right filter — and the memory of what worked.

Where it fits

Inside Claude, alongside your tools.

Talent Intelligence doesn't replace your stack — it plugs into it. You connect your ATS to Claude, TI sources candidates there, and it all happens in one conversation: source, qualify, push to your ATS.

Entry point

Claude

You describe the role in conversation. TI and your ATS are connected there as tools.

→

The engine

Talent Intelligence

Sources, enriches, scores. A recruiter validates. An explained shortlist.

→

Your system

Your ATS

Selected candidates go to your ATS, in the same conversation. No re-entry.

You connect your ATS to Claude through its own connector. TI isn't one more system to adopt — it's a building block that joins yours. Interoperable, not proprietary.

The real thing

The brief, run like an interview.

Not a form to fill in. Talent Intelligence analyses the market, then asks its questions one at a time — with answer options calibrated to the role. You decide: your judgment frames the search.

Talent Intelligence running inside Claude, asking a calibration question about company exclusions during a Rust engineer search brief

◆ The market read before the questions

◆ Calibration options, never a blank form

◆ Your call frames the search

Then it returns an explained shortlist — scored, sourced, and sorted into strong fits, potential fits, and weak fits.

Talent Intelligence shortlist showing strong-fit candidates for a Senior Rust Systems Engineer role, with argued fit summaries — ◆ Strong fits are scored above 75 and come with an argued fit summary.

Talent Intelligence shortlist showing potential-fit candidates, including auto-rejected profiles flagged for manual override — ◆ Potential fits include auto-rejections the system flags for a human override call.

Talent Intelligence shortlist showing weak-fit candidates and the recruiter review notes — ◆ Weak fits are rejected with transparent reasons, so you can trust the cutoff.

And your ATS answers in the same conversation. Talent Intelligence queries Jarvi, Ashby and others natively inside Claude, so every profile is cross-checked against your pipeline before you approach it.

Claude checking 15 candidates against the Jarvi and Ashby ATS through Talent Intelligence, concluding none are already in the pipeline — ◆ 15 candidates cross-checked against two ATS in parallel — zero duplicates, without leaving the conversation.

Claude vs. Talent Intelligence

Claude is the conversation. TI is the machine behind it.

The honest question isn't what TI does — it's what makes it TI and not just Claude. So let's clear out what is not the differentiator first.

Not the differentiator

Not the AI reasoning

It's Claude — the same Claude anyone can call. Claiming a smarter model would be a lie.

Not the interface

It's Claude's chat. Identical to what you already use.

Not "we use LLMs"

Everyone does. That's table stakes, not an argument.

The layer — what sits between the conversation and the result

The reasoning layer

Before any sourcing: market map, search strategy, compensation map, seniority logic. TI thinks like a headhunter first, then sources against that strategy.

Claude alone jumps straight to searching.

The sourcing infrastructure

Real access to where candidates actually are — GitHub at depth, HN, niche communities, multiple providers.

Claude alone gets blocked and rate-limited.

Enrichment + scoring

Every profile pulled, normalised and scored against encoded rules: seniority casting, must-have filtering, excluding the over-qualified.

Claude alone lists; it doesn't calibrate.

Human QC

A recruiter validates every shortlist before it reaches you.

Claude alone hands you unchecked output.

The learning loop

Every candidate evaluation feeds back. The engine sharpens on your roles, your hires, your standards.

Claude alone remembers nothing.

Anyone can wire up an API and a scoring prompt in a weekend. What can't be copied is the judgment inside the layer: which candidates to exclude, why a 39K "Director" is the wrong read, why a brilliant investment-banking director is off-target for a school. Twenty years of casting judgment, encoded and compounding.

One concrete case

A candidate scored 88/100. The casting logic flagged the mismatch, a recruiter confirmed it, and he never made the shortlist. That gap — between a list and a shortlist — is TI.

03 — How it works

Four steps. You stay in control.

Describe the role

In conversation, not a form. You talk through the need, the system grasps the context.

The engine sources

Multi-source search beyond LinkedIn, then enrichment and scoring of each profile.

An explained shortlist

The strongest profiles, each with its fit argued — strengths, caveats, evidence.

You validate

A recruiter reviews every delivery before it reaches you. The decision stays human.

Multi-source sourcingAI · LLMProfile enrichmentHuman curationLearning loopRuns inside Claude (MCP)

Every candidate evaluation by the company sharpens the engine. It's proprietary data that deepens over time — not a prompt anyone can copy.

Book a 20-minute demo.

Pick a slot that works for you. We'll run a live search for one of your open roles and show you how the shortlist lands inside Claude.

Google Calendar · Appointment Scheduling

Invite-only · Human oversight on every delivery