AX/V/06 · Recruiting & HR
Automation for recruiting and HR.
Recruiter / agency / HR department does not need to manually check LinkedIn, GitHub and job boards daily. We build systems that catch talent signals, scrape candidates per ICP and aggregate applications from 10 channels.
AX/01 — Typical problems
- 01Recruiter sources 50-100 profiles daily manually on LinkedIn — 4-6h of work = ~15 quality matches
- 02Applications come from 6 channels (LinkedIn, own site, Indeed, ZipRecruiter, AngelList) — manual merging chaos
- 03CV duplicates: candidate applies through 3 channels, ATS shows 3 separate people
- 04Talent pool 10000+ profiles in ATS, 95% outdated (job change, new skills) — not used
- 05Hiring signals at competition (who grows, who lays off) — no way to track
AX/02 — What we build for them
- ICP sourcing pipeline (LinkedIn / GitHub / Stack Overflow / Twitter scraping with fit scoring)
- Multi-channel application aggregation + deduplication (cross-source profile matching)
- Talent pool refresh (re-scrape 10K profiles quarterly, flag job changes, update skills)
- Hiring signal detection (company X opened 3 engineering roles = expansion signal)
- Competitor headcount tracking (who is growing, losing people, key hires)
- Salary benchmark aggregation (Glassdoor / Levels.fyi / LinkedIn with normalization)
AX/03 — Related projects
OPS-25-J6
12×
faster market reports
Recruitment intelligence: job market data for an HR-tech client
28 job boards, 14 countries, 3.2M active openings. Daily skills + salary trends. SaaS for HR-tech compass.
OPS-26-N1
4×
more candidates / recruiter
Recruiting agency — IT sourcing at scale
8-person headhunting agency, specialty: senior IT. Manual sourcing was killing 4-6h daily per recruiter. AI scoring + multi-source aggregation freed the team to work with candidates.
AX/04 — Industry FAQ
01Is LinkedIn scraping legal?
Public business pages → yes (hiQ Labs vs LinkedIn precedent). Personal profiles → grey area, LinkedIn ToS aggressively enforced. We recommend limiting to public business data + connection-based scraping through authorized accounts.
02What about GDPR for talent pool?
B2B contact data + public business context → 6(1)(f) legitimate interest. Requires privacy policy + erasure endpoint. See our GDPR vs scraping guide.
03Will you replace our ATS?
No. We integrate with existing (Greenhouse, Lever, Workday, Recruitee, TeamTailor). We feed data into the ATS, we do not build a new one.
04Do we auto-apply from your side?
No. The pipeline does sourcing + qualification, first contact always through a recruiter. Outreach automation is a different category — and ethically questionable with LinkedIn.
05How much does it cost?
Recruiting agency (5-20 people): setup €4-12k, retainer €500-2000/month. In-house mid-size HR (100-500 people): setup €6-20k, retainer €700-3000/month. Enterprise with 50k+ talent pool: €15-40k setup.
Hitting a similar problem?
Most of these techniques we ship to production.
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