Grup Montaner doubles recruiting efficiency with Mainder

In recruiting, the bottleneck is rarely the interview. It is everything that comes before it: searching your own database, which runs dry as soon as a profile repeats, posting and waiting, then writing, calling and calling again whoever does not pick up. That work happens one candidate and one opening at a time.

By the time the recruiter sits down to interview, half the morning has gone on tasks that do not need their judgment. Those hours repeat in every process, so they are what sets how many processes a team can run at once.

Hiring more people is not the only way to get through more processes with the same team. The other is to take searching and first contact off the team's plate and leave it the part that does need a person: the interview.

AI Hunt starts from the job description. You tell it what you need, with requirements, location and availability, and the agents search professional networks, job boards and niche communities, not only the candidates you already have. They work across 1B+ profiles and check 50+ contact sources so that every candidate arrives with a verified email or phone number.

With many openings live, that means not starting from scratch on each one. You launch one search per opening, let it work and come back to a list of profiles with their contact details, ready for the first message.

Multichannel outreach builds the sequence once and sends it through LinkedIn, email and WhatsApp. You choose the order of the channels based on the profile you are writing to. Every message carries the candidate's name, the role and the company without typing them by hand.

The sequence reacts to what each person does. If they reply on any channel, it stops and they get no more reminders. If they do not, Mainder tries the next channel. Replies land in a single inbox, so the recruiter opens one thread per candidate instead of checking three apps.

With Mainder, the work splits into stages. The agents take the repetitive part: finding profiles for each opening, getting the contact details and sending the first message through the right channel. The team steps in when there is a reply, so its day fills up with conversations with people who have already agreed to talk.

It works best with one search and one sequence per type of role, because each profile calls for its own message and its own channel order. While the team interviews, the other searches keep moving. The interview and the decision stay with the recruiter.