AI First
Why this person, for this job
AI matching that shows its reasons — skills, experience, location — so you accept or reject with judgement, not faith. It searches the database you already own first, and 800M+ profiles when your base doesn’t have them.
The problem
Shortlists you can’t defend
The shortlist took all afternoon — and the client still asked, “why him?”
A match score out of 100 answers nothing. So consultants search by hand, miss the candidate already sitting in the base under an old job title, and pay to re-source people the agency already owns. Then the client challenges the list and there’s no reasoning to show — just a number a black box made up.
With over 70% of CRM records going stale within a year, the right candidate is usually already in your base — filed under the wrong title.
Our solution
1
Matches with reasons, not scores
Recruitly’s Match explains the fit line by line — the skills that hit, the gaps that matter, the experience that maps to the brief — so you can defend every name on the shortlist.
- Every match comes with its reasoning spelled out.
- Accept adds them to the job's pipeline; reject clears them off the list, decision recorded.
- Runs against your own database first — the placement you already own surfaces before you spend on sourcing.
2
Source from 800M+ profiles
When your base doesn’t have them, search outward: Recruitly people search plus Apollo, Lusha and FullEnrich from the same screen, with verified contact details attached on the way in.
- Search by job title and skills, from a job's requirements, or with detailed filters — location, seniority, industry.
- Verified emails and direct dials, charged only on a hit.
- Profiles land as candidates on the job, scored — not as a CSV.
3 added to pipeline · 3 contacts verified
3
Briefs and scorecards, written for you
Candidate briefs and AI scorecards turn a good match into a client-ready story — the pitch, the evidence, the flags — generated from the record, edited by you.
- AI candidate briefs summarise the person against the role.
- Scorecards keep interview feedback structured and comparable.
- Discover surfaces similar candidates you'd otherwise have missed.
Staff Java engineer, nine years, the last seven in fintech ledgers.
Built Starling's payments reconciliation platform — maps directly to the client's brief.
One month notice. Salary inside band. Two flags to probe at interview.
Questions recruiters ask
How is this different from a match score?
A score out of 100 tells you nothing you can repeat to a client. Recruitly's Match explains the fit — which required skills the candidate actually has, where the gaps are, how their experience maps to the brief — so every name on the shortlist comes with its reasoning attached.
Where do the matches come from?
Your own database first. The candidate you already own — often filed under an old job title — surfaces before you spend a penny on sourcing. When your base genuinely doesn't have them, you search outward across 800M+ profiles.
What happens when I accept or reject a match?
Accept puts the candidate straight onto the job's pipeline. Reject clears them off the list with the decision recorded, so the whole desk can see what's already been reviewed.
Do sourced profiles come with contact details?
Yes — verified emails and direct dials through Recruitly's search plus Apollo, Lusha and FullEnrich, and you're only charged when something is actually found. Profiles land as candidates on the job, scored, not as a CSV you have to import.
What are briefs and scorecards?
AI candidate briefs summarise the person against the role — the pitch, the evidence, the flags — generated from the record and edited by you before anything goes to a client. Scorecards keep interview feedback structured, so comparing candidates is a read, not an argument.
Your next shortlist, with the reasoning attached.