Personalize from evidence
Use only locatable, role-relevant candidate facts instead of inventing motivation or background.
Candidate outreach
Carry match evidence into candidate outreach instead of scaling generic messages
Useful outreach explains why this person, why this role, and why a conversation may be worthwhile now. Aimme drafts from reviewed role criteria and candidate evidence, coordinates sending windows and follow-up, and leaves the final external action with the recruiting team.
The recruiting problem
High-volume templates increase message count while weakening relevance, employer brand, and compliance. Recruiters also have to reconcile prior contact, duplicate sends, replies, and opt-outs across channels, causing valuable follow-up to be missed.
How Aimme handles it
Break recruiting judgment into inspectable steps
Keep communication context
Retain drafts, approvals, sends, replies, and next actions in the recruiting mission.
Define sending boundaries
Respect account permissions, team approval, platform rules, and contact frequency.
Honor stop conditions
Stop follow-up on rejection, opt-out, identity error, or an existing team conversation.
From question to reviewable result
Preserve context—and the opportunity to stop and review
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01
Confirm the candidate
Review identity, match evidence, contact path, and relationship history.
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02
Prepare the message
Draft an editable note around role value and relevant candidate evidence.
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03
Approve
A recruiter confirms content, channel, recipient, and timing.
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04
Coordinate follow-up
Record responses and stop conditions, then schedule only appropriate next actions.
Why the result is reviewable
Fluent model output is not treated as fact
- Each personalized reason maps to candidate evidence or a team record.
- Drafted, approved, sent, replied, and stopped remain distinct states.
- Uncertain cross-channel identity does not trigger merged outreach.
- Measurement includes meaningful replies, interviews, opt-outs, and contact errors—not send volume alone.
Operating boundaries
Be explicit about what the system does—and does not do
- Aimme does not recommend candidates based on protected traits such as name, gender, age, or ethnicity.
- Model output is recruiting support, not a hiring, rejection, or compensation decision.
- Missing evidence, conflicting sources, and unknown hard requirements are surfaced for human verification.
- Customers control candidate data. It is not used to train public models, and teams remain responsible for lawful, platform-compliant use.
Frequently asked questions
Answer the important questions first
Does Aimme automatically send messages at scale?
Aimme can prepare and coordinate outreach, but sending depends on team authorization, connected channels, and approval settings. Consequential external actions remain controlled.
How does it avoid fabricated personalization?
Drafts use saved role and candidate evidence. When evidence is insufficient, the system should stay conservative or request recruiter input.
How should outreach be measured?
Track delivery, meaningful replies, willingness to talk, interviews entered, opt-outs, and incorrect-contact rate together.
Aimme
Start with one real role
Describe an active role. Aimme clarifies the requirements, searches and matches candidates, and organizes the evidence. Your recruiting team confirms every progression decision.