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Accelerate portfolio hiring with an AI job board.

Showcase every open role across your portfolio on a branded job board that updates itself. Convert applicants to network contacts or portfolio hires, automatically.

Dashboard showing a Product Designer job listing with details and a pie chart of 150 top candidates segmented by Copilot recommendations from inbound applicants, ATS, internal employees, CRM, employee referrals, and alumni.

Your fund's talent pipeline doesn't grow on its own.

Vibe-coded workflows can't keep up.

Portfolio companies move fast. Searches close, founders post roles on Notion that nobody can see. Without a system to track changes, you're either doing manual audits or running a board full of dead listings.

Applicants don't stay in your network.

Someone applies to a portfolio company, gets routed to their ATS, and disappears. Four months later, a different portfolio company opens a nearly identical role, and you have no way to reach that person again.

Impact is hard to prove without numbers.

Pageviews alone don't answer the ROI question from your GP. Without hire counts, intro data, and pipeline movement tied to your fund's activity, the platform team's contribution is just another talking point.

A job board that delivers hires, not just posts.

Job listing for Product Designer with job ID RD-28867-1887, open for 2 days, hiring for Jamie Smith, with 150 applicants in ATS and a button to start project with Copilot.

Promote every job in your portfolio with AI.

Your job board finds open roles wherever portfolio companies post them — career pages, LinkedIn, Notion, ATS listings, direct founder submissions. Portfolio companies don't manage a feed or submit to a spreadsheet. You set the guidelines; the agents handle the rest.

Learn how Drive Capital Accelerates Hiring
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Grow your network with every applicant.

Applicants opt into your fund's talent network. Their profiles are added to dynamic lists and stay current as their careers change. When a portfolio company posts a role, you get matched candidates sourced from your network, portfolio applicants, and the broader talent pool, while top candidates get alerted.

Explore Network Intelligence
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Report on real talent ROI.

Track network growth, applicants delivered per portfolio company, hires made, and job board traffic in one place. Bring specific numbers to a portfolio review or an LP update — search fees avoided, LinkedIn spend saved, hires attributed directly to the fund.

See ROI in Days

"Findem has been a game-changer. It has streamlined hiring and significantly increased the visibility of our value."

Joe Burridge. Head of Talent, Play Ventures

Showcase every open role across your portfolio.

Discover an agentic way to create high intent talent pipelines for your portfolio.

Frequently asked questions.

A portfolio job board is a single branded destination that carries every open role across a fund's portfolio or a network's member companies. The better ones do more than list: they find roles wherever companies post them, keep listings current without anyone checking, capture the people who show up, and report what came of it. A page of links is a directory. A portfolio job board is a talent program.

The board tracks roles across career pages, LinkedIn, Notion, ATS listings, and anywhere else portfolio companies post them. Agents add new roles as they appear and remove them when they close. No manual step on your side, no weekly review to schedule.

Yes. You set the guidelines — by company, role type, geography, or fund vehicle — and they apply across the portfolio. Individual roles can be excluded. Tag and organize everything to match how your fund is actually structured.

Nothing, for their existing roles to appear. If a founder wants to promote a specific role or post one that hasn't appeared elsewhere, they can do it directly — no recruiting tools or LinkedIn budget needed. Platform talent programs tend to fail on founder overhead. This one doesn't add any.

They join your fund's talent network, segmented and updated as their careers change. Reach them later, match them against other portfolio roles, share profiles across companies. A candidate who wasn't right in March is still reachable in September.

Yes. Accelerators, economic development organizations, universities, and industry associations use the same model. Aggregate every open role, capture everyone who applies, report what came of it. The mechanics don't change based on what the network is called.

Aggregation is the starting point, not the product. Every applicant can join your talent network, where profiles are enriched against 800M+ professional profiles and stay current as careers move — so a contact from March is still accurate in September. Roles get matched against people you already know, warm paths get surfaced, and hires get reported. Aggregators tell you about traffic. This tells you about hires.

Resources from Findem

Customer Story

How Drive Capital built a talent advantage for 150+ portfolio companies

Customer Story

How Kapor Capital unified people intelligence to scale connections and sourcing

Network Intelligence

Make your network the reason founders pick you.

See people in higher resolution.

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