Search & Candidate Discovery
How Jill finds candidates
Jill searches Jack’s network: a six-figure pool of professionals who each have an ongoing relationship with Jack. Jack knows their skills, experience, career goals, and what they’re looking for in their next role.
When you create a role, Jill builds a hiring brief from your description and uses it to search across this network. She’s not matching keywords on a résumé. She looks at hard skills, but also soft factors like work environment fit and career trajectory. The result is candidates who are more likely to succeed on your team.
Jill runs searches continuously. As new people join Jack’s network or update their preferences, she’ll surface them if they match your brief.
Search
Open a role’s Candidates tab to browse the candidates Jill has found in Jack’s network. During your setup conversation, you and Jill define evaluation criteria together — the specific things that matter for this role (e.g. “has built a team from scratch,” “strong systems design,” “startup pace”). Jill evaluates candidates against those criteria.
The overall fit label on a candidate (such as Excellent or Good) reflects Jill’s recommendation for this role. It isn’t a percentage match or an average of the individual criteria scores. Open a candidate to review the criteria, experience, and education before deciding whether to save them or pass.
Saved candidates move to the Saved stage in that role’s Pipeline, where you can return to them and request introductions.
Jill continues searching and sends you candidate updates by email or Slack on the days you choose.
Candidate signals
Search result cards may show a Recently started badge when a candidate’s current-role start date suggests a recent move. Some profiles have only a year, so check their experience for the exact timing. Indicators such as Saved and Reached out reflect the hiring workflow, not the candidate’s availability.
A candidate’s own job-search status stays private between them and Jack; it isn’t shown to hiring teams in Jill.
Giving Jill feedback
The more context you give Jill, the better her searches become. You can give feedback in several ways.
- Chat with Jill: Tell her what’s working and what isn’t. Tell her “I need people with more backend experience”, and she’ll adjust the next search immediately.
- Save or pass on candidates: Your choices help Jill learn what you’re looking for. You can also add a note when you pass, explaining why someone wasn’t a fit. Learn more about candidate notes in Pipeline Management.
- Share reference profiles: If you know someone who embodies what you’re looking for, share their LinkedIn profile. Jill uses reference profiles to understand your ideal candidate more concretely.
Think of it as a conversation, not a one-shot search. The brief is a starting point: your feedback makes it sharper over time.
Public Profiles
In addition to Jack’s network, you can search Public Profiles, a vast pool of publicly available profiles from LinkedIn and other platforms. Jill scores these candidates against your brief and explains her reasoning, just like she does with Jack’s network. The difference is that there’s no warm introduction. You reach out directly through LinkedIn or your preferred channel. We take no credit or fee from Public Profile hires: they’re there to support hiring teams in areas where our network is sparser.