Role-profile driven
Use confirmed responsibilities, skills, domain experience, location, and practical constraints—not isolated keywords.
AI talent search
Search your talent pool and external candidates with one role definition
Effective talent search is not copying keywords into more platforms. It starts with a clear role definition and looks across sources for people with relevant evidence. Aimme queries existing candidates and authorized external sources, then organizes results into comparable candidate records.
The recruiting problem
Recruiters repeatedly enter filters across platforms, open profiles, copy details, and deduplicate people by hand. Fields differ across sources, and keyword variations can hide candidates with adjacent, transferable capability.
How Aimme handles it
Break recruiting judgment into inspectable steps
Multi-source orchestration
Query the talent pool and connected sources separately, then bring usable results into one mission.
Identity and provenance
Resolve likely duplicate people while retaining where each fact came from.
Reachability checks
Distinguish direct contact methods, public professional profiles, and candidates who are not yet reachable.
From question to reviewable result
Preserve context—and the opportunity to stop and review
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01
Confirm criteria
Separate must-have, flexible, and exclusion criteria.
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02
Select sources
Use only sources that are connected, authorized, and appropriate for the role.
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03
Collect candidates
Normalize profile facts, experience, skills, location, and public links.
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04
Review matching
Check identity and evidence before adding a candidate to progression.
Why the result is reviewable
Fluent model output is not treated as fact
- Candidate records retain source URLs, collection time, and field-level evidence.
- Identity resolution preserves useful facts from different sources.
- Search relevance and role-match decisions remain separate, so “found” does not mean “qualified.”
- Candidates without a reliable contact path are marked clearly; the system does not invent email addresses.
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
Which sources can Aimme search?
Aimme can search existing candidates, public web evidence, and recruiting channels deliberately connected and authorized by the team. Availability depends on account permissions and platform rules.
Does search automatically contact candidates?
Search and external outreach are separate. Candidates are reviewed first, and message approval follows the team’s configured boundaries.
How are duplicates handled?
Aimme uses stable identity signals, professional profiles, contact details, and work history while retaining conflicting facts for human confirmation.
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.