Athlos boosts recruiting efficiency by 80% with Mainder

When a company grows fast and has no recruiting department, technical hires usually fall to the CTO, a tech lead or the founder. Building a recruiting team too early is expensive, so the search happens between meetings, reviewing profiles at night and writing messages that often get no reply.

Good technical profiles are almost always employed and hear from recruiters often. Finding them takes hours. Filtering for the ones who really fit the stack and level you need takes as many again. And each of those hours comes out of the work that person should be doing.

The problem grows with the pace. An occasional hire can be handled this way. Several at once cannot: searches drag on, good candidates accept another offer in the meantime, and hiring turns into a second job for whoever is doing it.

You describe the role the way you would to a colleague: the stack, the seniority, the location or whether it is remote. AI Hunt searches professional networks, job boards and niche communities across 1B+ profiles, and returns the list with contact details verified against 50+ sources.

You do not need sourcing experience or Boolean strings. The agents search while the team gets on with its work.

The search stays tied to the role and covers GitHub and Stack Overflow, not just LinkedIn.

Every candidate in the process gets a match percentage based on the requirements of the role, the company's values and what has worked in your past hires. The strongest fits show up at the top.

For a team without recruiters, this changes where the time goes. The tech lead does not review fifty profiles: they open the first few, decide who to talk to and spend their hour on the technical interview.

Without a recruiting department, Mainder splits the work like this: whoever is hiring defines the role once, the agents search and score, and that same person steps in only when there are candidates worth a conversation.

When the hiring pace picks up, the process keeps the same shape: more searches open and review hours barely grow. That way, building an in-house recruiting team is something you can decide calmly when the time comes.

If at some point you also want to post the role, Multiposting sends it to 5,000+ job boards and applications land in the same pipeline as the profiles the agents find.