Intelligent Job Post
From post-and-pray to progress on autopilot.
Findem Studio
MCPs have become commoditized. Finished work you can trust hasn't.
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Make hiring your competitive advantage.
Built on relationships, not records.
Multiply your impact with Findem.
Hire smarter from day zero.
Grow portfolio teams with a trusted network.
Your most valuable asset is who you know.
Your community's story starts with opportunity.
Get the sourcing reach, warm intros, and hiring confidence of a company 10x your size.
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How our customers make amazing hires.
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AI and talent terms to know.
Have a question? We're here to help.
Why AI companies are hiring 44% faster than Big Tech.
Anyone can try an expert-built agent for free to see how it creates ready-to-use work grounded in transparent evidence and proven methodology.
Findem turns every job post into a system of agents that calibrate the search, source, screen, and schedule — so teams focus on hiring decisions, not clicks.
Traditional job posts collect clicks, but leave teams to sort through whoever applies. The Intelligent Job Post sets agents in motion to calibrate the role, engage the right people, and bring qualified candidates to apply.
As agents deliver value down-funnel, teams spend less time filtering and more time with interview-ready candidates.
Most recruiting tools help your team do the work. Intelligent Job Post delivers the finished work — sourcing, outreach, screening, assessment, and verification — so your team can focus on the decision.
Paste your job description. A guided intake captures what the JD leaves out — must-haves, nice-to-haves, and screening criteria — and turns it into a scorecard. Findem previews real, vetted candidates so you can confirm or adjust the bar before the search starts.
Findem searches 850M+ profiles from 100,000+ sources for people who match your scorecard, then drafts a personalized outreach pitch from your job description and calibration notes. You review it and add direction before any message goes out. Interested candidates schedule their own screening, 24/7.
Every interested candidate completes a short AI screening interview and, where the role calls for it, a skills assessment built for that specific role. You can preview or swap any question before it goes live.
Identity verification confirms each candidate is who they say they are, so the person you interview is the person who applied. We'll also flag application issues (e.g., authenticity), candidates who give disqualifying answers (e.g., unable to meet hybrid office requirements), and unusual behavior during the interview (e.g., signs the candidate may be using an LLM to generate answers).
Every candidate arrives with a candidate presentation, the write-up a recruiter would send your hiring manager. It includes an AI-written summary, how their experience lines up with your requirements, and how they measure up against each must-have skill — all grounded in the candidate's actual screening answers. Our approach is fully transparent: you see the overall picture, the detail behind each skill, every individual answer, and exactly how that answer informed the picture — all evidence gathered against the questions you defined. The system's job is to gather and organize that evidence; you make the call on who advances. Identities stay masked until you choose who to unlock, so you see the evidence before you spend. You pay for each candidate you unlock, and nothing for the rest.
Paste your job description. A guided intake captures what the JD leaves out — must-haves, nice-to-haves, and screening criteria — and turns it into a scorecard. Findem previews real, vetted candidates so you can confirm or adjust the bar before the search starts.
Findem searches 850M+ profiles from 100,000+ sources for people who match your scorecard, then drafts a personalized outreach pitch from your job description and calibration notes. You review it and add direction before any message goes out. Interested candidates schedule their own screening, 24/7.
Every interested candidate completes a short AI screening interview and, where the role calls for it, a skills assessment built for that specific role. You can preview or swap any question before it goes live.
Identity verification confirms each candidate is who they say they are, so the person you interview is the person who applied. We'll also flag application issues (e.g., authenticity), candidates who give disqualifying answers (e.g., unable to meet hybrid office requirements), and unusual behavior during the interview (e.g., signs the candidate may be using an LLM to generate answers).
Every candidate arrives with a candidate presentation, the write-up a recruiter would send your hiring manager. It includes an AI-written summary, how their experience lines up with your requirements, and how they measure up against each must-have skill — all grounded in the candidate's actual screening answers. Our approach is fully transparent: you see the overall picture, the detail behind each skill, every individual answer, and exactly how that answer informed the picture — all evidence gathered against the questions you defined. The system's job is to gather and organize that evidence; you make the call on who advances. Identities stay masked until you choose who to unlock, so you see the evidence before you spend. You pay for each candidate you unlock, and nothing for the rest.
Activity is easy to measure. Progress is not. Intelligent Job Posts are designed
to move candidates forward, not inflate top-of-funnel volume.
Agents use Success Signals to identify candidates who match the role and encourage them to apply. Those your team sees arrive with context from screening and assessment agents.
Agents handle matching, outreach, follow-up, and connection mapping so recruiters aren’t repeating the same work across tools or starting from scratch for every role.
Each agent is accountable for down-funnel movement. With visibility into warm responses and interviews scheduled, teams can see how agent-led work translates into real progress.
Agents use Success Signals to identify candidates who match the role and encourage them to apply. Those your team sees arrive with context from screening and assessment agents.
Agents handle matching, outreach, follow-up, and connection mapping so recruiters aren’t repeating the same work across tools or starting from scratch for every role.
Each agent is accountable for down-funnel movement. With visibility into warm responses and interviews scheduled, teams can see how agent-led work translates into real progress.
3D data organizes careers. The Labeling Engine applies human expertise to that structure, turning experience into signals that teams and agents can act on consistently.
