Problem: Mid-market tech companies (200–2,000 employees) run recruiting across Greenhouse/Lever, LinkedIn, job boards, email, and spreadsheets—creating bottlenecks, dropped candidates, and ad-hoc reporting that TA leaders complain about all over r/recruiting and G2. WHO: Heads of Talent and Recruiting Ops who already use an ATS but lack true workflow automation and capacity planning.

• Unique approach: A multi-agent “swarm” that sits on top of existing ATS/CRMs; one agent mines resumes and inbound, another manages outreach/cadence, another coordinates interviews, and another maintains scorecards—only escalating ambiguous decisions to a single human.
• Key value props:
  • Auto-generates and runs hiring plans per role (channels, SLAs, interview loops) based on historical performance and public benchmarks.
  • Continuously reprioritizes candidate pipeline based on likelihood to accept, interviewer load, and diversity targets.
  • Produces live, CFO-ready dashboards (time-to-fill, funnel health, recruiter productivity) without manual spreadsheets.
  • Integrates deeply with Greenhouse/Lever, LinkedIn Recruiter, email, and calendar; no need to rip-and-replace.
• Why now: Layoffs + hiring freezes have shrunk TA teams, but CEO pressure on quality-of-hire is increasing; VC and YC-backed tools still focus on sourcing, not operations. Swarm coordination on top of ATS data is an emerging, underexploited angle.