The business case for agentic sourcing
AIcruiters is an agentic sourcing platform for recruitment teams. It analyses the vacancy, searches the market, ranks candidates with evidence and runs personal outreach and follow-up. Your recruiters set the rules and take over when a candidate is interested. Calculate what that saves on LinkedIn Recruiter seats and manual sourcing capacity.
Calculate your sourcing savings
Adjust two numbers to see your potential annual saving.
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Move a sliderto see your indicative saving
Indicative estimate only. Your exact business case depends on your real contracts, team structure and sourcing operation.
We’ll calculate this using your real costs, team structure and sourcing operation.
The hidden cost of manual sourcing
You pay for LinkedIn Recruiter seats. Then you pay skilled recruiters to search, screen and rank candidates manually.
Every new sourcing hire adds another expensive software licence.
Hours disappear into searching and screening before a single conversation starts.
Search quality depends on individual experience, focus and available time.
Manual workflows slow down shortlisting while candidate intent declines.
Sourcing does not need more seats or more people. It needs autonomous execution.
From vacancy to conversation
AIcruiters analyses the vacancy, searches the market, ranks candidates and executes personalised outreach. Your recruiters set the rules and take over when a candidate responds or a decision needs a person. How the platform works.
Step 01 · Vacancy intelligence
AIcruiters separates hard requirements from preferences and maps relevant titles, industries, skills and career paths. More on vacancy intelligence.
Step 02 · Market search
AIcruiters runs those routes side by side and continuously removes duplicate or irrelevant profiles. More on AI candidate sourcing.
Step 03 · Fit ranking
Each score is supported by evidence, including matching experience, missing requirements and potential risk factors. More on candidate ranking.
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Step 04 · Personal outreach
AIcruiters connects the role to each candidate's experience and likely motivation. You control the tone, rules and approval level. More on LinkedIn outreach.
Step 05 · Follow-up and handover
Positive responses are handed over with the candidate profile, match rationale and full conversation context. More on human control.
Your recruiters stop searching and start talking to qualified candidates.
Scale without adding sourcing capacity
AIcruiters gives your recruitment team additional sourcing capacity without expanding the manual operation behind it. In a seat-based model, cost grows with every recruiter you add. An agent adds capacity without adding seats.
How the business case works
Five parts of the sourcing workflow, side by side.
Comparing specific tools? See AIcruiters vs LinkedIn Recruiter, AI sourcing vs manual sourcing or all comparisons.
Built from both sides
AIcruiters combines real recruitment operations with the engineering required to automate them reliably. SocialFind brings the workflows, candidate behaviour and practical judgement behind successful sourcing. UPPR builds reliable AI agents that can execute complete sourcing workflows safely and at scale.
Control where it matters
You decide what AIcruiters may execute, what requires approval and how candidate data is handled.
Discuss security and complianceSet approval points for searches, candidate selection and outreach.
Review the evidence, missing requirements and risks behind each ranking.
Access, usage and retention are restricted within each workflow.
Low-confidence cases and unexpected outcomes are sent to a human.
Built for agentic sourcing without giving up control.
Is AIcruiters a strong fit?
AIcruiters can create value from a single Recruiter seat. The business case grows with every additional seat, sourcing hour and vacancy. Especially valuable for recruitment agencies, staffing agencies, executive search and in-house talent acquisition.
LinkedIn Recruiter seatOr recurring manual sourcing capacity.
Your team sources candidates every week.
Your team pays for one or more LinkedIn Recruiter seats.
Recruiters spend valuable time searching and screening candidates.
Your vacancies require proactive search and careful candidate evaluation.
The more sourcing your team performs, the more capacity AIcruiters can return.
Your vacancy. Your numbers.
Choose a role your team is actively sourcing for. No polished or hand-picked demo case.
Watch AIcruiters analyse the role, search the market and explain the strongest matches.
We map your Recruiter seats, sourcing capacity and potential annual savings.
Questions worth asking
Critical questions about control, candidate quality, compliance, implementation and the business case.
Business case
AIcruiters is designed to take over repetitive sourcing work such as market search, profile evaluation, ranking, outreach and follow-up. Recruiters remain responsible for judgement, candidate conversations and hiring decisions.
Potentially. The number depends on how your team currently uses its seats and which sourcing activities AIcruiters takes over. We calculate the realistic reduction using your current operation.
Yes. AIcruiters can already create value when one expensive seat or recurring manual sourcing workload can be reduced. The business case becomes stronger as volume increases.
We map your current seat costs, sourcing capacity, vacancy volume and the AIcruiters investment. The result is presented as an estimated business case, with every assumption visible. See how the business case works.
Recruitment quality
Every ranking includes the evidence behind the score, missing requirements and potential risks. Recruiters can review, correct and refine the criteria before outreach begins.
AIcruiters structures the vacancy into hard requirements, preferences, titles, industries, skills and relevant career paths. Your team validates the search strategy before execution when approval is required.
Messages are generated using the vacancy, candidate profile and your chosen tone of voice. Your team determines whether outreach requires approval or can be sent automatically.
No. AIcruiters identifies and prioritises relevant candidates. Interviews, assessment and final hiring decisions remain with your recruitment team and hiring managers.
Control and compliance
You determine which actions AIcruiters may execute independently and where human approval is required. These rules can cover searches, candidate selection, outreach and handover.
Candidate rankings should be based on predefined job-related criteria. The supporting evidence remains visible so recruiters can identify, challenge and correct questionable outcomes.
Low-confidence matches, conflicting information and unexpected situations can be routed to a recruiter for review instead of being processed automatically.
Data access, usage, storage and retention must follow the agreed workflow and applicable privacy requirements. Specific hosting, security and compliance details are discussed during the technical review. Read more on security.
Implementation
AIcruiters provides a standard agentic sourcing foundation that is configured around your vacancies, criteria, workflows, tone of voice and approval rules.
The timeline depends on the required integrations, workflow complexity and approval setup. During the first session we define the scope and provide a realistic implementation plan.
Integration options depend on your current ATS and required workflow. We assess whether a direct integration, structured handover or alternative setup is most suitable.
Start with a real vacancy and define success criteria upfront. Early results can be evaluated through search quality, relevant profiles, response quality, recruiter time returned and potential cost savings.
Then we should say so. The demo is designed to test AIcruiters on your vacancy and your numbers before you make a larger commitment.
Your vacancy. Your business case.
Bring one active vacancy. We'll show you how AIcruiters executes the sourcing workflow and calculate the potential impact on your seats, capacity and costs.
