Every open role, every recruiter, one shared view
One in-house recruiting team, coordinated: several recruiters working several open roles at once, without duplicating searches or losing track of who's talking to whom.
What recruiting teams say
“I opened Nova Recruiter once and I've been running it from Claude Code ever since. It's 10x or 100x better than LinkedIn Recruiter in both speed and quality.”
“Nova Recruiter is enabling us to find and reach out to high-caliber candidates more effectively than LinkedIn or Juicebox. The merit-based scoring makes the tool unique when you really need world class talent.”
“We used to drown in back-and-forth emails, missed follow-ups, and candidates falling through the cracks. With Nova Recruiter, every step of the process is clear, nothing slips, and we've cut our time-to-hire in half.”
“Nova Recruiter is enabling us reach out to high-caliber candidates more effectively than LinkedIn Recruiter. It's like having a modern sales tool with multi-channel sequences, applied to recruiting.”
“Before Nova Recruiter, every hiring round felt like a race against the clock. Now the workflow runs on its own. Our team just steps in at the moments that actually matter.”
“As an early-stage founder I can't afford an average-quality hire: we only recruit A-players. With Nova Recruiter, we're hiring people who normally wouldn't even look at a company our size.”
“We used to spend most of our time sourcing: applying filters, reviewing profiles, sending messages and reminders. With Nova Recruiter, we now spend most of it convincing the best candidates to join us.”
“Nova Recruiter let us find and reach out to great candidates in minutes. We saved over 20 hours of work compared to LinkedIn Recruiter Lite and got better candidates.”
“I'm a founder, not a recruiter. Nova automates all the sourcing and outreach for me, and I just focus on convincing top candidates in interviews. It's like having a recruiter working for me in the background.”
“Our team was buried in spreadsheets, manually tracking every candidate and chasing follow-ups. Now our pipeline runs itself, we can finally focus on building real relationships with the people we want to hire.”
What coordinating a team looks like without this
Your recruiters spend more time finding candidates than talking to them
Sourcing is consistently the highest-effort, lowest-leverage part of the job, the part that eats the hours that should go into screening calls and closing conversations.
A candidate gets sourced twice, for two different roles, because nobody remembers talking to them the first time
Without one shared record, the same person gets re-contacted from scratch by a different recruiter for a different opening.
You can't show what the team is actually doing
No shared view connects hours spent sourcing to roles filled, so making the case for more headcount, or proving the team's worth as is, is hard to do with data.
How one team runs many open roles without duplicating work
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Add every recruiter to the team
One shared platform for the whole desk, not a separate licence per person.
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Give each requisition its own search
Filters, keywords, and location logic are scoped to that role alone. Nothing about how you sourced for one opening shows up in another.
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Calibrate AI Search and Source per role
The agent learns what a good candidate looks like for this requisition specifically, not a blended average across every role the team has ever filled.
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Keep every reply in one place
Every candidate response, on every open role, lands in the same Conversations inbox, so nothing gets lost between recruiters.
The impact
+20h
Saved per vacancy
Hours that used to go into manual sourcing. Free five recruiters 15 hours a week each, and it reads like two extra recruiters on the team, without the headcount cost.
1 inbox
For every reply, across every recruiter and every open role
Nothing gets lost between recruiters juggling several requisitions at once.
€0
Extra cost to open another requisition
Credits apply only at export & outreach, not to how many roles the team runs in parallel.