Find people who aren't applying

Give Nick an evidence-based role brief and get a sourced shortlist of potential candidates, with verified work and explicit gaps to review.

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candidate-research

Example brief · Hypothetical workflow

Your brief

Find potential candidates for our staff AI engineering role. Verify relevant shipped work from available sources, deduplicate against our ATS and prepare a shortlist for review.

NickAPP

I’ll map the role requirements to real work evidence and keep unsupported details out of the shortlist.

See example output ↓

How Nick handles it.

Starts: You ask for a sourcing pass or a scheduled talent-market check runs.

1. Make the role evidence specific

Nick reads the approved role brief and the must-have work evidence. You name the available sources, scope and exclusions. Existing ATS records establish who is already in process before anyone is added to a sourcing list.

2. Verify relevant work

Nick researches accessible public work and authorized ATS context. Each shortlist entry links the evidence that supports a criterion and distinguishes direct evidence from an inference. Missing work history or uncertain fit stays a gap rather than being invented.

3. Hand over a sourced shortlist

The brief explains why each potential candidate belongs in a human review, notes evidence gaps and links the source trail. Any ATS update or outreach requires the connected capability, account access and action permission for that step.

A shortlist you can inspect.

This is a sourcing-research workflow. Interview scheduling, scorecards and final hiring decisions remain separate steps.

Hypothetical finished result

Example output

Staff AI engineering sourcing brief

Hypothetical: the role requires ownership of a production evaluation system.

Evidence
An illustrative candidate entry links a public project and an authored technical explanation of its evaluation approach, with the dates observed. No real person or endorsement is represented here.
Fit and gaps
The note maps that work to the evaluation-system requirement. Team leadership and interest in the role remain unverified and become questions for the recruiter.
Next action
The ATS check establishes whether a record already exists. The recruiter reviews the brief before any authorized record update or outreach.

The apps this job needs.

Connect the accounts and actions for your workflow. Start in Artie or add your Artisan to Slack; access stays within your account permissions.

Explore apps
Public sources and LinkedIn where available
Use accessible sources through a supported, permitted research or signed-in browser connection. A profile alone is not proof of the role’s required work.
Greenhouse
Connect the correct organization and job with access to the records needed for deduplication. Allow candidate creation or updates only if your hiring workflow calls for them.

Questions about this workflow

Does a shortlist mean someone is available or interested?

No. Those are separate facts to establish through your recruiting process. Nick reports what the accessible evidence supports.

Can Nick research any private profile?

Research stays within accessible sources and the accounts you are authorized to use. Missing access is not replaced with guessed details.

Does this make the hiring decision?

No. Nick organizes evidence for recruiter review. Your team assesses candidates and makes hiring decisions against the approved role criteria.

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