The problem: 73% of applications never reach humans, 250+ people apply to each job, but 85% of positions are filled through networking.
Our solution: AI agents that find hiring managers for any LinkedIn job, analyze your profile fit, and generate personalized outreach messages. Instead of competing with hundreds in the application pile, you reach decision-makers directly.
Technical bits: LangChain + OpenAI for job parsing, Next.js + Supabase, custom contact discovery algorithms that work across different company structures.
Results: Users getting 70% more response rates vs regular applications.
In a world where AI is automating jobs away, we wanted to build something that helps people actually get jobs.
almost•7mo ago
So you've put a effort in to build a product just to make the world slightly worse on net. Not hugely worse, but still it doesn't seem like the best way you could have spent your time.
fhd2•7mo ago
1. One from my network, just announced it, someone I had worked with in the past reached out, quick chat, hired, great.
2. One with the usual approach of posting job ads and all that. We got an _insane_ amount of noise, even as an obscure, small company. I've hired hundreds of people, but most of those three years ago or earlier. Never seen such noise, most candidates barely meeting any of the requirements, weird auto generated cover letters and CVs. It was a bit exhausting, but I went through everyone manually to make sure I'm not accidentally filtering out a solid candidate. We found two in the end, one quickly backed out because they got another offer. But there was one good candidate left, and they accepted the offer. I don't remember this being so hard.
A few years ago I'd call people trying to automate screening or mainly hiring from their network lazy. In this time, I see the appeal.
The last thing I need is more bots spamming me on my LinkedIn account on top of all this madness.
notpushkin•7mo ago
tough•7mo ago
it doesnt really matter where the message or how was created, only that you're 100% ok with its contents reaching its destinatatary.
that still puts some limits to how much you can -spam- and should make you not want to -spam- but only send real messages, but you can certainly use AI to help you research/generate those leads initial messages
i have not tried to do this, but i wouldn't see how its problematic?
dloku•7mo ago
tough•7mo ago
notpushkin•7mo ago
dloku•7mo ago
notpushkin•7mo ago
This would quickly saturate the decision-makers’ inboxes, and even those who genuinely put some thought into the roles they apply to and rewrite the suggested openers would be lost in this cacophony.
Is there some way to prevent that?
fhd2•7mo ago
There is one notable exception to this, a guy I actually ended up hiring: The job ad link I posted stopped working after a few days, and he wrote a nice message to the company (!) email address telling us about that, and saying he's interested if the role is still open. That's proactiveness I really appreciate. It's very different from random people reaching out on my personal LinkedIn account or email, which I simply ignore.
I'd _love_ it if there wasn't so much noise, then I would probably think about it differently. But the volume does burn you out, and any attempts at circumventing systems put in place to try and manage this is not helpful.
And that's for manually written messages. Automating that - Jesus.
neilv•7mo ago
Hopefully we'll get a big backlash against disingenuous passing off AI-slop as a communication from a human.
Maybe sending someone an AI-slop message will become universally recognized as trashy behavior -- employed only by the corporate communications of companies that really don't care, but not by anyone respectable.
dloku•7mo ago
fhd2•7mo ago
1. Perhaps pivot to building a tool that cross references companies hiring with people attending local user groups or conferences you're interested in, to show an overlap? That might give you a hint about what circles you could enter for networking. Manual, human networking. It'd still be work, but a place to start. Of course this is stuff that's better to start when you're still employed and interested in a change, not when you've been applying for months. But it's one idea.
2. Try to work the other side. Why do fitting candidates get filtered out? Can you build a better system than what companies are using already? I wrote another comment about just how hard hiring is with all this automated spam, I'd love a human solution. This is hard of course, but I think I won't be alone and many companies will have similar experiences. Might be a problem they want to pay money for, but it's arguably harder to get than from job seekers.
Just some ideas. I emphasise with the situation and it's cool that you're trying to do _something_. Don't let folks like me discourage you from solving the problem. But consider the feedback on your proposed solution and consider other options to solve it, perhaps.
almost•7mo ago