Most sourcing starts the same way. A recruiter opens a database, translates a hiring manager's wishes into Boolean strings, and spends the afternoon skimming profiles that match the keywords but miss the point. Search replaces that afternoon with a brief.
Start with a brief, not a query
You describe the role the way you would to a colleague: "Senior backend engineer, Go or Rust, has scaled payments infrastructure, within commuting distance of Amsterdam, open to hybrid." Search turns that into structured criteria, shows how it interpreted each line, and lets you correct it before it runs.
850M+ profiles from 30+ sources
A single network only shows you the people who keep that network up to date. Search looks across more than 30 sources at once, including LinkedIn data, GitHub, publications, conference talks, company pages and public portfolios, and merges them into one profile per person. The result is a pool of more than 850 million de-duplicated profiles, so the same engineer doesn't appear three times under three spellings.
Evidence, not just a score
Every candidate comes back with a match score and, more importantly, the reasons behind it. "Led the migration of a card-processing service to Go at a fintech scale-up" tells you more than "92%". When a criterion isn't met, Search says so instead of hiding it.
- Each criterion is marked as met, partly met or unknown
- Sources are linked, so you can check the evidence yourself
- Candidates already in your ATS are flagged before anyone reaches out twice
Where the recruiter stays in the loop
Search proposes; you decide. You approve the shortlist, adjust the criteria when the first results show you something you hadn't considered, and choose who gets a message. The outreach agent drafts a personal first message for each approved candidate, and nothing is sent until you have read it.
Search is included in every Cruit seat, alongside employee referrals and talent pool.