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Finding a name is only the beginning
A LinkedIn search can return a list of people who share a title. Recruiting begins before that search and continues after the first message. Someone has to understand the role, decide who is genuinely relevant, give each person a reason to reply, answer their questions, and recognize when a human should step in.
Speiros is built around that whole journey. You give the agent the role and company context and choose how closely to supervise it. The aim is to move the repeated work forward while keeping the hiring team responsible for judgment and the eventual hire.
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1. Describe the job behind the job description
Senior Product Designer is a title, not a search strategy. A useful brief says what the person will own, what success looks like, which experience matters, which constraints are real, and why the opportunity is worth considering. It also includes the company, team, and hiring process context that a candidate is likely to ask about.
That context guides more than a search query. It becomes the reference for deciding whether a profile is relevant and for explaining the opportunity in a conversation. As the team learns from the first candidates, it can refine the brief instead of starting from scratch.
- What will this person build or change?
- Which past experiences are evidence they can do it?
- What is essential, and what is only familiar?
- Which questions can the agent answer from known company and process details?
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2. Search LinkedIn and explain the shortlist
Speiros's intended LinkedIn workflow uses the client's account. A useful shortlist is more than a set of profiles that match a title. The agent is designed to compare people with the actual work and give the hiring team a reason to look more closely at each person.
For a design leadership role, experience at a SaaS company may be a weak signal on its own. Leading a team through a complex product change may matter much more. By making that reasoning visible, the agent gives the team something it can challenge and improve for the next search pass.
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3. Reach out with a real reason
Once candidates are selected, the first approach should connect something specific in their experience with something real about the opportunity. Personalization is a decision made before writing, not a name inserted into a generic template.
The goal is to start a credible conversation. If the connection is uncertain, the message should leave room for that uncertainty. A smaller number of well-chosen conversations can be more useful than a large volume of outreach that creates work for candidates and the hiring team.
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4. Carry the context through questions and follow-up
A candidate may ask about the team, the scope of the work, location, or the next steps. The point of giving an agent the full brief is that it can use known role, company, and hiring process details to keep the exchange moving rather than sending every question back to a recruiter.
There is a boundary: when the answer is missing or requires personal judgment, a human needs to take over. Follow-up should also serve the conversation, not turn a lack of response into an endless sequence. The candidate should never have to repeat a question simply because the conversation moved from agent to person.
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5. Hand over a conversation, not a cold profile
When someone is ready for a meaningful discussion, the hiring manager or recruiter needs the candidate's background, why they were selected, what has already been discussed, and what they want to know next. That is a much better starting point than a profile link and a notification that somebody replied.
The human then does the work that benefits most from being human: understanding motivation, discussing trade-offs, building trust, and deciding whether the role is right for both sides. Speiros's purpose is to make that conversation worth having and carry the context into it.
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Choose the supervision that fits the mission
An autonomous agent still needs direction. Some teams will want to review more closely while a role is new; others may give the agent more room once the brief is clear. The important choice is where your judgment adds value, and where repeated work can move forward without waiting for another manual step.
When comparing AI sourcing tools, ask to see a whole mission: how the brief shapes the search, why candidates were selected, what was said, how questions were handled, and what context reached the hiring team. Activity counts alone cannot tell that story.