Talent Sourcing

Turn a role brief into a ranked, contactable pipeline of passive candidates, with a transparent fit score per person.

Input

$ARGUMENTS is a job description, a pasted JD link's text, or a free-text brief. Parse it for:

• Target role: title, seniority, department / function.
• Must-haves vs nice-to-haves. If the brief does not separate them, propose a split and confirm before searching.
• Source-company profile: industry, size bucket, stage, tech stack, or a named list of target companies ("ex-Stripe, Adyen, or Checkout.com").
• Exclusions: current employer, clients under a no-poach agreement, companies the user names.
• Geography: country, state, city region, or "remote in [country]".
• Pipeline size (default 30, max 150) and whether contact data is needed now or later.

Example phrasings: "Senior backend engineers, Go + Kafka, at Series B-D fintechs in Germany", "VP Sales for a 200-person SaaS company, must have scaled a team from 10 to 50", "Head of RevOps, ex-HubSpot or Salesforce customer, US remote, exclude our clients", "30 product designers at consumer apps in London".

Setup check (always do this first)