Speiros insights

Recruiting work is full of judgment calls. Let’s make them visible.

Perspectives, practical guides, and working tools for the people building hiring teams, working with search partners, and deciding who deserves a thoughtful approach.

Open the Search Brief template

Speiros / Hiring agent Agent at work

Your mission 01 / 03

Find a design leader who can build what comes next.

✳Senior Product DesignerProduct · Paris / remote

B2B productTeam builderComplex workflows

✳Finding peopleChecking experienceBuilding your shortlist

People worth a closer look01 found02 found03 found

01MCMaya C.Product design leadBuilt a design team

02AKAlex K.Senior product designerShipped complex B2B tools

03TSTaylor S.Design directorLed cross-functional work

✳Relevant experience, with a reason to reach out.

Selected for this roleMCMaya C.Product design lead

Built a design team for a complex B2B product

Conversation context stays together

Conversation with MayaSpeiros agent

Your design leadership caught my eye. Open to hearing about this role?

Would I lead the team or mainly deliver designs?

You’d shape the design direction and build the team. The first focus is customer adoption.Draft answer · ready for your review

Follow-up · reviewed by your team

Would you like to meet the hiring manager next week?

Yes, I’d be happy to meet.

Ready to meetNext: coordinate the interview

The coordinatorMCMeet MayaDesign leadership · 30 minutes

Maya shared availability:
Tuesday afternoon

Connected hiring-team calendars

Find a shared timeHiring team + Maya

MonTueWed

Team syncBusyFocus timeBoth available
14:00–14:30Customer call

Proposed time · Tuesday 14:00Interview invitation readyReview details and approve before sending.

✓

Approved → invitation sentInterview on the calendar. Your team takes it from here.

01 Find & shortlist02 Engage & answer03 Coordinate & invite

Start here

Guide · Guide · 7 min

How to Source Passive Candidates for a Hard-to-Fill Role

A practical guide to widening the search without losing the role’s essentials, finding adjacent talent pools, and turning an evidence-backed shortlist into relevant outreach.

Read the guide

Search planWiden the pool without weakening the role

Research frameSearch plan

011. Protect022. Flex033. Explore044. Reach out

A visual frame for sourced research; it does not represent survey results.

The library

Ideas that can change the next recruiting decision.

Each piece begins with a concrete work situation and ends with something a team can use.

Guide · Guide · 5 min read

Research frameQuick decision check

01Status02Context03Value04Owner

A visual frame for sourced research; it does not represent survey results.

Automate Candidate Follow-Ups Without Losing the Conversation

A practical guide to follow-up timing, the context worth retaining, and the points where a recruiter should take over.

Read the guide

Guide · AI candidate sourcing · 6 min read

01UnderstandThe work, the team, the criteria, and what candidates will ask.

02Find and engageSelect people for a reason and start a relevant conversation.

03Hand overBring the hiring team a person and the context of the exchange.

From role brief to a candidate ready to meet

A useful sourcing agent does more than find profiles. Follow the work from role context and candidate selection through outreach, questions, follow-up, and human handoff.

Read the guide

Guide · LinkedIn sourcing · 6 min read

01Can it?A connector may expose search or messaging actions to an AI assistant.

02May it?The actions still need to respect the source platform's rules.

03Should it?The workflow must make sense for the role, candidate, and hiring team.

Can you connect ChatGPT or Claude to LinkedIn for recruiting?

A connector can give an AI assistant tools, but it does not change LinkedIn's rules. Understand account risk and what a recruiting workflow adds.

Read the guide

Guide · Recruiting tools · 7 min read

01DiscoverSearch for people and understand why their experience fits the role.

02EngageGive each person a relevant reason to talk and continue the conversation.

03MeetBring the recruiter in with the full thread and questions already asked.

Speiros vs LinkedIn Recruiter: where does the recruiting work happen?

Compare manual LinkedIn sourcing, Recruiter, Hiring Assistant, and Speiros from the first search to a useful candidate conversation.

Read the guide

Guide · Hiring options · 7 min read

01SearchWho turns your brief into people worth approaching?

02ConversationWho speaks for your company before the first meeting?

03AssessmentWho tests evidence and makes the hiring decision?

AI headhunter vs recruitment agency: which work should you delegate?

Compare an AI headhunter with a recruitment agency across sourcing, candidate conversations, assessment, control, and cost.

Read the guide

Guide · Sourcing practice · 7 min read

01Set directionState the role, the real trade-offs, and what the agent can tell candidates.

02CalibrateReview why people were selected and correct the next search with specific feedback.

03Take overMeet the candidate with their questions, answers, and the full thread in hand.

How to supervise an AI sourcing agent without doing the sourcing twice

A practical guide for talent teams: give an agent the right brief, choose where to review its work, and prepare a useful human handoff.

Read the guide

Guide · Sourcing practice · 7 min read

01CriterionWhich requirement or useful trade-off makes this person relevant?

02EvidenceWhat was observed, and where?

03Next testWhat is unknown, and what will the team do next?

How to evaluate a candidate shortlist before outreach or interview

Use a practical four-part review of each candidate, then test whether the whole shortlist covers the right interpretations of the role.

Read the guide

Guide · Founder-led hiring · 5 min read

01You set the barDefine the work, the trade-offs, and the level of supervision.

02The agent movesSearch, select, approach, answer, and follow up using that context.

03You meet the personStep in with the conversation and reasons already in view.

Founder-led hiring without becoming a recruiter

Founders know why a role matters, but rarely have hours for sourcing. Keep the hiring decisions that count while an agent carries the repeated work toward a conversation.

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Perspective · Decision making · 7 min read

01ObservedA public fact, its source, and when it was checked.

02InterpretedWhy that fact may matter for this specific role.

03DecidedContact, watch, revisit, or rule out. Assign a next owner.

Candidate lists are not recruiting decisions

A list becomes useful when a team can explain the next decision, the evidence behind it, and what would change its mind.

Read the perspective

Guide · Sourcing practice · 6 min read

Working briefLive document

The decision record

DiscoverUse filters and profiles to form a cohort worth examining.

CalibrateCompare the cohort against the real brief, not only the job title.

Carry forwardKeep the reasoning available when the role, team, or timing changes.

How to keep recruiting decisions visible during a search

Keep brief changes, rejected search hypotheses, and candidate decisions clear enough for another person to continue the work.

Read the guide

Perspective · Candidate relationships · 6 min read

Editorial illustrationA message starts with a decision record, not a prompt.

A first message needs a reason, not a sequence

Personalisation is not a detail added to a template. It is a defensible answer to why this person, for this role, at this moment.

Read the perspective

A working tool

The Search Brief.

A reusable worksheet for recording the role trade-offs, observed signals, open questions, and reason to approach before a search turns into outreach.

Available now

Role trade-offs worth making explicit
Observed signal versus interpretation
A defensible reason to start a conversation

Open the Search Brief

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Ideas that can change the next recruiting decision.

The Search Brief.