Let's Talent grows lead conversion by 50% with Mainder

In a search, reaching the candidate first is an advantage. Strong profiles are rarely looking for a job, they hear from several recruiters and tend to answer the first ones who write with something that makes sense.

That first contact depends on sourcing, and sourcing is the slowest phase: mapping who might fit, getting their contact details and writing to each person. Done by hand, it eats days of every search, and meanwhile others have already written.

That is why sourcing shows up in conversion. A message that arrives early and talks about what the candidate has actually done stands a better chance of a reply than a generic one that arrives late.

AI Hunt does not depend on who is already in your database. It searches professional networks, job boards and niche communities, including pools that do not show up in a normal search, across 1B+ profiles.

Each candidate arrives with contact details verified against 50+ sources and with what you need for a first approach that makes sense: where they work, what they have done and why they might fit that brief.

The search stays tied to the role and brings candidates who fit without anyone writing a new search. That gives the team a map of the market for the role, and if it reopens the search doesn't start from zero.

Speed decides who reaches the candidate first. With Multichannel Outreach, the first message can go out minutes after AI Hunt finds the profile, over LinkedIn, email or WhatsApp depending on what works best for that segment.

Every message counts, so personalization cannot stop at the name. Sequences use what the agents know about the candidate, stop as soon as they reply and, if there is no answer, try another channel. Opens and clicks tell you which approach works so you can keep refining the copy.

With Mainder, the agents pay off most in the slowest phase: mapping the market for each search and making first contact with every relevant profile, not only the ones the recruiter already knew.

The recruiter keeps what takes experience: understanding the brief properly, talking to the candidates who reply and taking the search through to the close. Finding and writing to people runs in parallel, search after search.

For this to work, the brief has to be well written from the start: requirements, experience, location and what is non-negotiable. With that in place, AI Hunt searches, the sequence goes out on its own and the recruiter reviews replies in the unified inbox instead of chasing each candidate separately.