AIcruiters platform
AIcruiters is AI recruitment software that carries out the sourcing work itself. It turns a vacancy into a search strategy, searches available talent sources, ranks every candidate with visible evidence, sends personal LinkedIn outreach and follows up. Your team sets approval rules for each step, and warm candidates are handed to a recruiter. People make every hiring decision.
AI recruitment software is a broad label. It covers applicant tracking systems with AI features, chatbots that schedule interviews, video assessment tools, CV parsers and sourcing tools. Most of them help after a candidate has applied. AIcruiters works earlier in the funnel: it finds and approaches people who have not applied, a stage that takes a lot of manual recruiter time.
A database or a LinkedIn Recruiter seat gives a recruiter access and filters, but the recruiter still builds every search, reads every profile, writes every message and remembers every follow-up. AIcruiters carries out that sequence end to end as an agent, within limits your team defines. If you want the underlying concept first, read what AI sourcing is or how AI recruiting agents work.
One workflow with five steps. Each step produces something a recruiter can check before the next one starts.
Step 01 · Vacancy intelligence
The agent separates hard requirements from preferences and maps job titles, industries, skills and career paths that lead to the role. More on vacancy intelligence.
Step 02 · Market search
Instead of one Boolean string, the agent explores multiple routes across available talent sources and removes duplicate and irrelevant profiles. More on AI candidate sourcing.
Step 03 · Fit ranking
Each profile is scored against the complete vacancy. The score comes with matching experience, missing requirements and risk factors. More on candidate ranking.
Step 04 · Personal outreach
Outreach connects the role to what is actually in the profile. Your team sets tone, rules and whether messages need approval. More on LinkedIn outreach automation.
Step 05 · Follow-up and handover
The agent follows up on schedule. When someone responds positively, a recruiter receives the profile, match rationale and full conversation. More on human-in-the-loop control.
The recruiter owns judgement. They confirm the search strategy on a new or unusual role, check the ranking when the agent is unsure, adjust criteria when the market answers differently than expected, and hold every real conversation with a candidate. Interviews, assessment, offers and the final hiring decision stay with your team and the hiring manager.
The agent takes over the hours that go into building searches, reading hundreds of profiles, writing first messages and chasing replies: repetitive work that is easy to postpone. You configure how much control you keep at each step: see human-in-the-loop control and our security and compliance approach.
Approval rules are set per action. A team might approve every search strategy and every outreach message at the start, then let follow-ups run automatically once they trust the output. Low-confidence cases always go to a person.
The platform pays off where sourcing is recurring work, not an occasional search.
LinkedIn Recruiter seator recurring manual sourcing capacity
Many open roles for several clients, where sourcing speed decides who presents the candidate first. See AI sourcing for recruitment agencies.
Recurring profiles and a constant need for fresh candidates. See staffing agencies.
TA teams with hard-to-fill roles and limited sourcing capacity. See in-house talent acquisition.
Small long lists where evidence per candidate weighs more than volume. See executive search.
There is no public price list. Every team starts from a business case built on its own numbers: current Recruiter seats, the hours recruiters spend sourcing and the number of vacancies. The public sourcing savings calculator gives an indicative figure; the full reasoning is on the business case page.
Getting started follows three steps. First, a 30-minute demo on one of your own live vacancies, so you see the agent analyse, search and rank on a real role. Second, configuration of the standard platform around your criteria, workflows, tone of voice and approval rules. Third, a technical and privacy review in which hosting, data handling and any ATS connection are discussed. Whether your ATS gets a direct integration, a structured handover or another setup is assessed per ATS.
No. AIcruiters is a sourcing layer that works before a candidate enters your pipeline. How warm candidates reach your ATS is assessed per ATS during implementation.
Potentially. It depends on how your seats are used today and which activities the agent takes over. The comparison with LinkedIn Recruiter explains the trade-offs.
Standard software: one sourcing foundation, configured around your vacancies, criteria, workflows, tone of voice and approval rules.
SocialFind, a recruitment agency that brings the sourcing practice, and UPPR, which builds production-grade AI agents. AIcruiters is based in the Netherlands and serves teams across the EU.
Start with one real vacancy and agree success criteria upfront: search quality, relevant profiles, response quality and recruiter time returned.
Bring a live role. We show the agent analysing, searching and ranking, and map your seats and sourcing hours into an indicative business case.
