Industry · IT & tech
For IT and tech, AIcruiters is recruiting software that starts from what the team really needs: a language or platform, the scale of systems someone worked on and the context of the work. It searches broadly across titles and synonyms, ranks every profile against the full vacancy and writes to developers about the actual technical problem, within your approval rules.
Most IT professionals have a LinkedIn profile, but it is often the least informative place to judge them. The profile says "Software Engineer at a scale-up"; the real signal lives elsewhere. Combine several sources and know what each can and cannot tell you.
LinkedIn is where you can contact people and see career paths: employers, tenure, promotions, the move from agency to product company. Skills sections are self-reported and frequently outdated. Treat them as hints to verify.
Public repositories, contributions to open-source projects, answers on Stack Overflow, conference talks and meetup organiser pages show what someone builds and how they reason. Most working developers have little public code because their work sits in private repositories, so an empty GitHub is not a negative signal. Use these sources to strengthen a match, never to exclude someone. Public does not mean free to use for any purpose: the GDPR rules for sourcing still apply.
Hiring managers tend to list every tool in the current stack. A sourcing strategy needs to know which items rule someone out and which can be learned in weeks.
Tech searches fail less on volume than on vocabulary. The same work carries different names, and the same name covers very different work.
Illustrative example (fictional): a mid-level backend developer with Go for a Utrecht-based logistics platform, hybrid, Dutch not required.
Step 01 · Vacancy analysis
Hard: production backend experience, Go or a strong background in a comparable compiled language, right to work in the Netherlands. Soft: Kubernetes, logistics domain, event-driven architecture. Titles to map: backend developer, software engineer, Go developer, platform engineer.
Step 02 · Market search
Searches run per title cluster and per language family, including Java and C# developers who moved to Go. Duplicates and profiles outside the region or without backend work are removed.
Step 03 · Fit ranking
A candidate with four years of Go in a high-volume API ranks above a "Senior Go Lead" with one year of Go. Each score shows matching experience, missing requirements and risks such as very short tenures.
Step 04 · Personal outreach
The message names the concrete challenge (for instance, a routing service under peak load) and the stack, and is honest about hybrid days. Your team decides whether messages go out automatically or after approval.
Step 05 · Follow-up and handover
Positive replies arrive with profile, match rationale and the conversation so far, so the recruiter can pick up the technical questions the candidate asked.
Developers receive a lot of recruiter messages and filter hard. The ones that get answered share a few traits.
Stack, team size, the problem to solve and what is legacy. "Exciting opportunity" says nothing.
Salary range where you can share it, remote or on-site days, language, contract type. Hiding them wastes both sides' time.
Refer to a real project, repository or career step, not only the current title.
A few sentences and a low-effort next step. Follow up once or twice, then stop.
Read more on writing LinkedIn outreach messages or see how LinkedIn outreach automation keeps this personal at scale.
AIcruiters searches the talent sources available in your setup through several search routes. Which sources are used, and under which conditions, is agreed per implementation and covered in the technical and privacy review. Public technical activity is best used to strengthen a match, not to exclude candidates.
It ranks against tenure, scope and experience described in the profile, and shows the reasoning, including risk factors. A recruiter still judges the edge cases; uncertain profiles can be routed to a person.
Yes. The workflow is the same; the criteria include availability, rate expectations and contract type. See AIcruiters for staffing agencies.
Bring a real developer or IT vacancy to a 30-minute demo and see the search strategy, ranking and draft outreach AIcruiters produces.
