Everyone already has the AI. The work underneath it is what nobody sells. One senior engineer, embedded in your desk, handing your team back 20–40 hours a week. From $6,000/month, month-to-month.
Every agency I talk to already runs AI somewhere on the desk. A sourcing tool, an outreach tool, a notetaker — a few paying for themselves, most quietly underused. You don't need convincing. So this isn't a pitch. It's the four beliefs this company is built on.
AI made every agency faster. It also made every agency sound the same. Candidates arrive polished by the same models that write your competitors' outreach. When both sides of the market run the same software, the software cancels out. What's left is the one thing no vendor stocks: how your desk decides. What your best recruiter hears in a first call. Which briefs you walk away from. Why your placements stick. The only agents worth owning are built out of that.
The gap between a demo and an agent you'd trust in front of clients isn't intelligence. It's labor. Someone has to write down how the work actually flows — the real process, not the org-chart version — wire up systems that were never meant to talk, watch what the agent gets wrong, and tune it until your recruiters send its output unedited. That work is specific, unglamorous, and permanent. It doesn't come in a subscription. It gets done inside a desk, or it doesn't get done.
I hold one hard line: agents take the grind, people keep the relationships. Recruiting runs on trust built in conversations, and an agent faking those conversations is a liability with your name on it. So we point AI at the sifting, the screening, the Friday reports — the hours that burn recruiters out — and keep it away from the moments that make a placement. Every vendor promises AI won't replace your people. For us that's not reassurance. It's a design constraint.
None of this stays solved. Models change underneath you. Channels tighten their rules. An agent that works today drifts quietly, while the dashboard stays green. That's not a reason to panic. It's the reason the work needs a standing owner — why we embed an engineer instead of selling licenses, build on your infrastructure with your keys so the code is yours from the first commit, and price by the month so staying is always your choice. Peace of mind isn't a feeling. It's a maintenance schedule.
An engineer from our team sits in your Slack, reviews your ops weekly, and hands your team back 20–40 hours a week. Month-to-month. No equity. No 6-month hiring loop. No slide decks.
Your FDE sits with the work — the actual calls, the actual screens, the shortcuts nobody ever wrote down. Not an audit. Just enough to build the right first thing instead of a generic one.
who's on it · 1 FDE · 1 success managerThe rules your desk runs on, and the judgment underneath them — the exceptions, the edge cases, the calls that don't fit the rule. Most of it has never been written down anywhere. That write-up is the asset, and it's yours.
Your infrastructure, your model keys, your repo. Your ATS, your inbox, your messaging stack — whatever the desk actually runs on — get wired together, and your first agent goes live where your team already works.
the code · yours from the first commitEvals on real output. Drift caught while it is still a scoring change and not a lost placement. Tuning until the drafts stop coming back for edits. That standing watch is what the retainer buys, month to month.
team shape · +PM at 3 FDEsMonitors signals across LinkedIn, GitHub, public fundraising, layoff lists, visa boards — then surfaces candidates who fit your JD and are actively in motion.
Scans public signals — tweets, posts, GitHub, prior employers, visa indicators — before a human ever opens the file. Then runs a structured intake on email, WhatsApp, or Telegram in your tone.
A Vapi-powered voice agent runs first-round screens. Structured questions, follow-ups, scoring rubric. Delivers recording + transcript + shortlist decision.
Generates your client updates — shortlist summary, pipeline health, next steps. Tone-matched per account. You edit, send, ship.
Sourcers shouldn’t grind through LinkedIn all day. We’re shipping a signal-engine: it watches for people tagging “open to work”, posting about layoffs, leaving Series-B cap tables, or star-ing a job board. Each morning it delivers a ranked list — already deduped against prior outreach.
Your CRM is full of people you placed, pitched, or chatted with once. Our reactivation agent warms them back up — in your voice, on the channel they actually reply on. It respects rate limits, escalates interested replies to you, and kills the thread politely if they pass.
Tell us what slows your recruiters down. Our scoping agent sketches what we’d ship, roughly how long it’d take, and what it’d cost — right here. Then you book a call to pressure-test it.
One-off builds are fixed scope, $12k–24k. The retainer is what we’d rather run: from $6,000/month with no lock-in, an engineer embedded in your team who ships the first agent, then keeps building as the desk changes.
No. Every one of our agents is designed to eliminate a specific repetitive task — the grind work that makes recruiters want to quit. Your best recruiters do more placements. Your average recruiters look like your best ones.
You do — from the first commit. Agents are built in your infrastructure with your model keys; the code never lives anywhere else. The retainer is for continued shipping, not for holding your agents hostage.
Agents run on your infra with your model keys by default. We sign DPAs. We build redaction into every outbound channel. We can deploy model-local for EU desks if required.
Greenhouse, Ashby, Lever, Workable, Recruitee, Bullhorn, plus spreadsheets and custom SQL stores. WhatsApp Business, Telegram, Slack, Gmail, Outlook — if it has an API, we've wired it.
Off-the-shelf tools are calibrated to generic signals. We build agents around your specific rubric, your tone, your client mix — and evolve them monthly as your desk learns. Your agent wouldn't work at a competitor.
None. Month-to-month, and there's no notice period — if you stop, you stop at the end of the month you've already paid for. We'd rather earn the next month than trap you into twelve.
Engineer seniority, and how many FDEs you run. $6,000 is what one senior embedded engineer costs — it's a floor, not an opening bid. A second engineer is a second retainer; a more senior one costs more. Scope doesn't quietly inflate the invoice mid-month.
You stop at the end of the month you've paid for — no notice, no exit fee, and the code is already yours because it was built in your infrastructure. That's why we measure the engagement in hours handed back rather than deliverables shipped: if the desk isn't getting time back, nothing is holding you here.
Your FDE overlaps 4+ hours of your working day — whether you're in SF, NY, London, or Berlin. Daily standup lands in your morning; demos land in your afternoon.
30-min call. We’ll find the bottlenecks on your desk where an agent would pay for itself, ranked by ROI. Free, no pitch deck.
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