From your data to
your next placement

Most agencies hold years of candidates: runners-up from closed jobs, people placed years ago, CVs with notes nobody has reread. Jenny starts there, with the records you authorise, before any new external search — and tells you which details are too old to rely on.

• Rediscover overlooked candidates

  Early access

  People not contacted for over a year and not in a process, who fit one of your open jobs — each with a reason. On a new job, the talent pool from similar earlier jobs, with the stage each person reached.

• Search what you already have

  Available

  Boolean or plain-words search over your candidate records — title, skills, languages, location and summary. When you match a vacancy, the reviewed CVs in your CV library are searched too.

• Use notes and past conversations

  Available

  When you match a vacancy, recruiter notes, evaluations, interview feedback and application history count as evidence, quoted with their date and author. Conversations count as far as they are recorded there.

• Spot records that need updating

  Available

  Undated CVs and CVs older than three years are flagged, older records read “confirm still current” and AI-extracted values “Inferred — confirm”. Nothing is written back to your CRM.

• Other vacancies for a known candidate

  In development

  Ranking your own open jobs and saved postings for one existing candidate is being built.

Start from whatever lands on your desk. Upload a CV and Jenny looks for vacancies that fit; upload a vacancy and she searches your own database first, then supported external sources. You review what she read before any search runs.

• Upload a CV, find vacancies

  Available

  PDF or DOCX up to 4 MB, or pasted text. You check the profile Jenny reads, then she searches LinkedIn’s public job listings — each posting with why it may fit and what to verify. Pick a region — Benelux searches all three countries — and see exactly what was searched.

• Upload a vacancy, find candidates internally

  Available

  Paste, upload or link a job description. You review the must-haves, and Jenny ranks people in your database — imported LinkedIn Recruiter exports and your CV library included — by how well their recorded evidence covers them, with strengths, gaps and quotes.

• Search supported external sources

  Early access

  LinkedIn Recruiter through Unipile, on a seat connected by Forti8 and within an allowance. A retrieved profile is not a qualified one.

• Drop a CV or vacancy anywhere

  Available

  Drop a CV or vacancy anywhere in your workspace, or into the chat where it is available. Jenny reads it and opens the setup for you to check; a record is created only when you click Save or Find matches, and only Find matches starts a search. PDF or DOCX up to 4 MB; scanned PDFs can’t be read.

• Match a candidate to your own jobs

  In development

  Ranking one candidate against your agency’s own open jobs is being built. Today your own jobs come up for known candidates through Rediscovered talent.

You know what a vacancy really needs and what a candidate will accept. You set that context; Jenny uses it to guide the search and explains every match against it. Add anything else in your own words, and Jenny turns it into must-haves, preferences or exclusions you can check.

• Review the criteria

  Available

  Must-haves and nice-to-haves, languages, sector and seniority as Jenny read them from the vacancy, corrected by you before any search runs. Travel requirements stay a point to check at screening, not a filter.

• Set locations and work arrangement

  Available

  Location and work arrangement decide where Jenny looks; if a candidate wants remote work, the search widens.

• Know how the score is built

  Available

  Every vacancy is scored with the same default weights: must-haves 40, experience 20, skills 15, sector 10, and languages, location and seniority 5 each. Types without criteria are left out.

• See why, match by match

  Available

  Every result shows what the recorded evidence supports, what is missing and what is still to verify — an unknown never counts as a fit or as a rejection.

• Tell Jenny what else matters

  Available

  Add anything else in your own words on every CV and vacancy setup — mobility, sector experience, what to leave out. Jenny reads it as must-haves, preferences or exclusions, quotes your words and shows where it changed the ranking. Sentences she can’t turn into criteria are listed, not guessed.

Jenny does not use age, gender, nationality or other protected characteristics to rank candidates. Instructions can’t change approvals, budgets or permissions; protected characteristics such as age or gender are refused as criteria.

A match is only worth something if it leads somewhere. Jenny looks for the people behind a vacancy, prepares the candidate presentation and the e-mail draft, and keeps the next action on the record. You decide what goes out, and when.

• Find relevant hiring contacts

  Early access

  Public pages searched for people linked to the vacancy, each with the source and quote behind the lead and how they relate to the role, reviewed before you save. Verified e-mail and phone lookups through Apollo need setup.

• Prepare the candidate introduction

  Available

  Fact-preserving CVs built from what is recorded — anonymised or with your agency name — with headings in English, Dutch or French, approved version by version.

• Draft the outreach

  Available

  Introduction and outreach e-mails drafted from recorded facts only, with one approval tied to the exact recipient and content. Change anything afterwards and it needs approval again.

• Real e-mail delivery

  Needs setup

  Real delivery needs an e-mail provider with a verified sending domain. Until then every send is recorded as simulated, never as sent, and CVs are not attached.

• Organise the follow-up

  Available

  Save a posting as an opportunity with its owner and next action, add tasks and track candidates through a ten-stage pipeline. In-app only: no calendar sync or e-mail reminders.

A published vacancy is a hiring signal, not a mandate: an opportunity becomes a job only when you confirm a client-authorised mandate.

Saved searches run when you check them, and everything they find waits for your review; scheduled runs are switched off for now. Searching is one thing, contacting someone is another: sending and other external actions need an explicit permission, and Jenny does not send anything on her own today.

• Saved job searches

  Available

  Saved searches of LinkedIn’s public job listings flag what is new since the last check and merge duplicates; check one again in a click. Scheduled daily or weekly runs are switched off for now. Up to 25 searches, about 20 postings per check.

• Results wait for your review

  Available

  New results appear as in-app notices. Pause, edit or run a search now; nobody is contacted because a search ran.

• Permission before anything goes out

  Available

  Approval before sending is on by default, with a workspace pause, do-not-contact and suppression lists, unsubscribe handling and a daily sending limit.

• Confirmation for consequential actions

  Available

  When you ask Jenny in the chat to send, import or move a candidate, she waits for your confirmation — a single-use confirmation for that exact action.

• Recurring candidate searches

  In development

  Recurring searches of your own candidates, set up in plain words and reviewed before they run, are being built. Results will never be padded to reach a number.