Own your requisition from role context to shortlist. Describe the role in your own words, source ranked candidates, review structured SAM interview reports, and hand qualified candidates into your team's hiring process.
AI sources and screens against your role context. People decide who advances.
Hiring managers carry the outcome of an open role while sourcing and first screens often sit with someone else's queue.
The open seat affects your team every week, but candidate flow depends on searches you do not run yourself.
Recruiting partners juggle many requisitions at once, so a single role can wait for attention.
What the role really needs gets shortened into a job description, and the shortlist drifts from what you asked for.
Notes from different screeners in different formats make it hard to see why one candidate should advance over another.
Only capabilities that are live in ConnectDevs today. You decide who advances into your team's process.
Export interview reports as PDFs or the interview list as a CSV, and move the candidates you want to advance into your team's existing hiring process.
From your role context to an evidence-backed shortlist you can take into your team's hiring process.
Enter the role, outcomes, experience, and location. Scout ranks relevant public profiles against the context you gave it.
Every candidate gets a secure interview link via email and answers the same role-specific questions.
Compare transcripts, strengths, and follow-up areas, then export what your team needs for the next step.
ConnectDevs covers sourcing and first-round evidence. The rest of your hiring process stays where it is.
Read each candidate's SAM transcript and report before deciding who should move forward.
Download a candidate's interview report as a PDF to keep with your own hiring notes.
Download the interview list for a role as a CSV file to work with in your own tools.
Move the candidates you want to advance into your team's next interview stages. ConnectDevs does not integrate directly with applicant tracking systems.
An AI recruiter for hiring managers should let the person who owns a requisition define role context directly, source a ranked shortlist from it, collect the same structured first-round evidence for every candidate, and hand qualified candidates into the team's existing hiring process, with people deciding who advances.
ConnectDevs fits hiring managers who want more direct control over sourcing and first-round evidence for a role they own. Evaluate it against one open requisition.
This page focuses on hiring managers who own a requisition. Founders hiring without a recruiting team should see the startup founder page.
| Hiring manager need | What to test | ConnectDevs stage | Your checkpoint |
|---|---|---|---|
| Role context preserved | Shortlist matches what you described | Scout | Approve the criteria |
| Candidate flow for your req | Relevance of ranked candidates | Scout + enrichment | Choose who is invited to interview |
| Comparable first-round evidence | One question set for everyone on the req | SAM interviews | Review reports before advancing anyone |
| Clean handoff | Reports and lists you can take to your team | PDF report + CSV export | Move candidates into your existing process |
ConnectDevs gives the hiring manager direct access to sourcing and first-round evidence for their own role. It works alongside the process your recruiting team runs, not as a replacement for it.
Scout converts role context into search criteria across 800M+ public professional profiles. It is most useful where candidates have a public professional footprint. You still confirm material qualifications before anyone advances.
Plans start at $99/month with transparent, flat-rate pricing. No hidden fees, no per-hire commissions, and no percentage-based markups. You can upgrade or downgrade anytime — no contracts or commitments. Compare credits, emails, and seats on the pricing page.
Start free or book a demo with an open requisition, and review the shortlist and interview evidence before it goes to your team.
Answers for hiring managers who own a requisition about role context, evidence, handoff, pricing, and who decides.
AI candidate sourcing for hiring managers is software that lets the person who owns a requisition turn their own role context into a candidate search and shortlist. ConnectDevs Scout searches 800M+ public professional profiles from that context, SAM runs structured first-round interviews, and the hiring manager reviews the evidence before candidates move into the team's hiring process.
ConnectDevs works alongside your recruiter's process rather than replacing it. As the hiring manager, you know what the role needs, so you can describe it directly, review a ranked shortlist, and read structured interview evidence yourself. Candidates you want to advance then go into the process your recruiting team already runs.
Describe the role in plain language: what the person will own, the outcomes that matter in the first months, the experience you need, location, and any must-haves. Scout uses that context to build search criteria, and SAM uses it to ask role-specific interview questions.
You review ranked profiles with the context Scout surfaced, enrichment where you use it, and SAM interview transcripts and reports with structured role-specific interview evidence for recruiter review. Every candidate for the role is asked the same job-related questions, so you can compare them on the same basis.
Export a candidate's SAM interview report as a PDF, or export the interview list for a role as a CSV file, then move the candidates you want to advance into your team's existing hiring process. ConnectDevs does not integrate directly with applicant tracking systems.
No. ConnectDevs does not reject, advance, or hire candidates on its own, and it does not run background checks. It organizes job-related evidence so you can review candidates consistently. Hiring decisions stay with people.
Plans start at $99/month with transparent, flat-rate pricing. No hidden fees, no per-hire commissions, and no percentage-based markups. You can upgrade or downgrade anytime — no contracts or commitments. Compare plans, credits, and seats against the reqs you own on the pricing page.
The product pages this hiring manager workflow builds on.
