AI talent sourcing
Where the candidates actually come from.
You record a 60-second brief. We look for people it fits, invite them with your video, and they answer on camera. This page is about the sourcing itself — who gets looked at, who gets approached, and how an answer is rated. For the shorter version of the whole product, read AI sourcing for hiring.
The sources
Members first. Then the places technical people already publish their work.
There is no mystery database behind this. Two pools, in this order, and nobody outside them is contacted.
FaceMeet's own members
People who have recorded a video profile and said out loud what they do and what they want next. When a role is published, the ones it matches are notified inside the app. They are already here and already reachable.
Open developer sources
For technical roles, public developer work — GitHub, Stack Exchange, Codeforces. Code someone chose to publish, answers they chose to write. It is evidence of the craft, in public, under their own name.
People who never signalled
Someone is only approached where they have published a way to be reached and signalled they are open to it. No bought inboxes, no messages to people who never asked to hear from anyone.
The brief
Sixty seconds does two jobs at once.
The recording is both the thing we search on and the thing a candidate watches before deciding whether to answer you. That is the whole reason it is a video and not a form.
What the role needs
The problem, the two or three things that genuinely matter, and what doesn't. Sixty seconds, the way you'd say it to a colleague.
The brief is the query
People are looked for against what you actually said you need, not a keyword string you had to guess at.
They meet you, not an ad
The invitation carries your recording. They see who is hiring and hear the role in your own words.
Thirty seconds back
They record an answer to your brief in the app. Anyone who can't be bothered filters themselves out.
The rating
Rated against your role. Never against each other.
Every application is read against the brief you recorded and comes back as strong, partial or weak fit, with the reasoning attached.
The facts it could cite
The specific things in that person's record that answer what you asked for, written out as a list you can check.
What it could not evidence
The requirements from your brief that nothing in their answer supports. Thin evidence is rated weak, not generous.
Treated as claims
Identity is verified. What a person says about their own experience is self-reported, and the rating is written to treat it that way.
Their own words beside it
Their video profile, transcribed, sits next to the rating — so you can check it against what the person actually said rather than take it on trust.
There is no percentage and no leaderboard. A rating is a judgement about one person against one role, and it comes with its reasons so you can disagree with it.
What you open
A grid of video answers, not a list of names.
The dashboard opens on faces. Strongest fits first, each tile a person who watched your brief and answered it.
Play, don't read
Thirty seconds each. You hear how someone thinks before you open anything written.
The reasons, in full
Open a tile and the evidence, the gaps and their transcript sit beside the video.
Send one to a colleague
A link your hiring manager can open and watch without an account.
Book the call
Book a face-to-face call with anyone worth talking to. Inviting and answering are free for them.
What it costs
The first role is free, and needs no seat.
You can record a brief, have people invited, and watch the answers come back without paying anything. A Recruiter Seat is only for running more than one role at the same time. Candidates never pay to be found, invited, or to answer you. The current numbers live on pricing.
Straight answers
The questions recruiters actually ask.
Are you scraping people?
No. Members are reached inside FaceMeet, where they signed up to hear about roles. Outside it, for technical hires, we look at work people published themselves — GitHub, Stack Exchange, Codeforces — and someone is only approached where they have published a way to be reached and signalled they are open to it.
What does a candidate see?
Your recording. They watch the brief, then record their answer to it. They know who is hiring before they spend thirty seconds on you.
Is the score a percentage?
No. Strong, partial or weak fit, with the facts behind it and the requirements it could not evidence. A number would imply a precision that isn't there.
Do you hide the weak answers?
No. Everyone who answered is there, in order, weak ratings included. The list is not padded to look busy.
Can I run more than one role?
Yes, with a Recruiter Seat. One live role at a time is free and needs no seat at all — see pricing.
Does the candidate pay for any of this?
No. Being found, being invited, answering, and talking to you are all free on their side.
Does everyone record a fresh answer?
In the app, yes — the answer is recorded there and then, after they have watched your brief. Someone who applies from the web sends their video profile instead for now, and the dashboard tells you which of the two you are watching.
What if the role isn't technical?
The open developer sources are for technical hires, so for anything else the sourcing runs on FaceMeet's own members. We would rather say that plainly than imply we have a source for every profession.
The brief
Sixty seconds, from your desk.
You record what the role needs and why someone would want it. That video is what candidates watch, and what their answers get scored against.
The answers
Everyone here introduced themselves on camera.
No headshot and a headline. Thirty seconds of a person saying who they are and what they need right now.
Two ways to start the same thing.
Record the brief in your browser on a desktop, or do the whole thing from the app.
Rather talk it through? Contact us and we'll set the first role up with you.