Technology

Recruiting software for tech companies: hire on skills, not keywords.

Pickr turns a technical brief into a scored shortlist in minutes, matches on related skills instead of exact tool names, and gives your engineers structured interviews that take less of their week. Built in Austria, hosted in Frankfurt, Germany.

The challenge

Hiring in technology is hard for specific reasons

The job ad names a stack. The right candidate has a different one.

Keyword filters reject a backend engineer who has run event-driven systems for years because the ad named a different language or cloud. The people who could do the job never reach a human, and the ones who do are the ones who padded their CV with the right nouns.

Senior engineers are interviewing your interviewers.

A strong engineer is off the market within weeks and judges your company by the process. Three unstructured calls, a take-home nobody reviews, and a week of silence between rounds lose the candidate before an offer is even discussed.

Engineering time is the most expensive part of your hiring process.

Every interview loop pulls senior engineers away from shipping. Without a shared scorecard and tailored questions they improvise, feedback arrives days later as one line in a chat, and the hiring manager decides from memory instead of evidence.

Product and design roles are hard to specify and harder to compare.

A product manager or product designer brief is written once, at the point of least information. Portfolios vary wildly, so candidates end up compared on presentation rather than on the judgment the role actually needs.

How Pickr helps

What you get

A scored shortlist that understands related skills.

Paste the brief and get a ranked shortlist in minutes, with match reasoning for every candidate. The professional skills graph treats related skills as evidence, so an engineer who solved the hard version of a neighboring problem is scored on that instead of being filtered out for lacking one exact noun.

AI Matching

Structured technical interviews your engineers will actually run.

Every interviewer gets tailored questions for the role and the candidate, a shared scorecard, and live transcription, so they walk in prepared and walk out with feedback already captured. Interviewer and hiring-manager seats are free, so the whole panel works from the same evidence without extra licenses.

Interview Intelligence

No engineer waits a week to hear back.

The pipeline flags candidates who have gone quiet, suggests the next step, and drafts the follow-up before you ask. Feedback is chased automatically, so a senior engineer who finished the loop on Tuesday is not still waiting on Friday because the debrief never got scheduled.

Pipeline

Find engineers before they apply, starting with the ones you already know.

AI sourcing finds and scores candidates for a technical brief in minutes, and your own talent pool is searched first, so the engineer you interviewed last year for a different team resurfaces when the right role opens. Every hire feeds back into the next one, and accuracy improves over time.

AI Sourcing

Roles

Roles teams hire for with Pickr

  • Backend Engineer
  • Frontend Engineer
  • Full-Stack Developer
  • Site Reliability Engineer
  • Platform Engineer
  • Data Engineer
  • Machine Learning Engineer
  • Engineering Manager
  • Product Manager
  • Product Designer

FAQ

Frequently asked questions

Is Pickr suitable for tech company recruiting?

Yes. Pickr was built for engineering, product and design hiring, where the brief names a stack and the right candidate has a slightly different one. It scores candidates on related skills, gives your engineers structured interviews with tailored questions, and keeps senior candidates moving so you do not lose them to a slow loop. It works for in-house tech teams and for agencies that place into them.

Does Pickr find engineers who don't have the exact tools listed in the job ad?

Yes. Pickr uses a professional skills graph, so related skills count as evidence rather than being ignored. An engineer who has built and operated the same kind of system in a different language or cloud is scored on that experience, and the match reasoning tells you exactly why they made the shortlist, so you can defend the decision to the hiring manager.

Can hiring managers and engineers use Pickr without paying for seats?

Yes. Interviewer and hiring-manager seats are free. Your engineers get tailored questions, a shared scorecard and their own feedback in one place, and the hiring manager sees the whole panel's evidence side by side, without the company buying a license for every person who joins an interview loop.

Is Pickr GDPR compliant for storing engineering candidate data?

Yes. Candidate data and the application are hosted in Frankfurt, Germany. Pickr is GDPR / DSGVO compliant, a Data Processing Agreement (AVV) is included, and names and emails are redacted from AI prompts by default. Candidate data is never used to train AI, and no hiring decision is fully automated.

Can we import our candidates from Ashby, Greenhouse or Lever?

Yes. Pickr has one-click importers for Ashby, Greenhouse, Lever and Bullhorn, plus CSV import for anything else. Jobs, candidates and pipeline history come across, so the engineers you interviewed last year are searchable from day one instead of sitting in an archive nobody opens.

Does Pickr work with the AI tools our engineering team already uses?

Yes. Connect Claude or ChatGPT via MCP and run the pipeline from a chat window: search candidates, move stages, schedule interviews and send emails without opening the app. It runs on your existing subscription, so there is nothing extra to pay.

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Written by Andreas Amann

Founder of Pickr. Former operator at startups in Berlin and Silicon Valley, where he helped scale companies from 40 to 200+ people. Built Pickr after years of using every major ATS as a recruitment agency owner at ScalingPPL.

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