Find the right candidates. Faster.

AI candidate sourcing means software searches for people who fit a role instead of a recruiter running Boolean strings by hand. In Pickr you describe the role, and it searches your talent pool and external sources, scores every profile against the requirements, and returns a ranked shortlist with the reasoning for each rank. You decide who to contact.

A LinkedIn Recruiter search returns a list of profiles that match your filters, in the order LinkedIn chooses, and the evaluation is still yours to do one profile at a time. Pickr returns a shortlist that is already scored against the job, ranked, and annotated with what each person meets and lacks. It also searches your own talent pool, which LinkedIn never sees.

Yes. LinkedIn outreach runs through the HeyReach integration, and replies land in the same inbox as your email and WhatsApp conversations. Whether you found a candidate in your own pool or externally, you keep one record per person, with every message and every stage change on it.

Sourcing in Pickr runs in Frankfurt, Germany, with names and emails redacted from AI prompts by default. Candidates are informed when AI matching is used, no hiring decision is fully automated, and a data processing agreement (AVV) is included. Your candidate data is never used to train any AI model.

No. Pickr finds and ranks the candidates and explains each rank. The recruiter still decides who to call, runs the conversation, and makes the case to the hiring manager. What disappears is the week of searching before the first call, not the judgment after it.

Yes. Agencies use it to run several client searches at once without adding headcount; in-house teams use it to fill roles without paying a headhunter. Interviewer and hiring-manager seats are free either way, so the people who need to review the shortlist can do it inside Pickr.