Structured hiring briefs
Turn the role, business context, must-haves, and trade-offs into a shared operating brief.
Hiring OS — Private Beta
Move from a hiring requirement to qualified recruiting progress.
Hiring OS coordinates missions, sourcing, talent review, outreach, candidate progression, inbox work, and recruiting insight—while consequential hiring decisions remain human.
Private Beta
For accepted searches, SharpHeads aims to show the first qualified sourcing progress within 72 hours—not promise a hire in 72 hours.
Working system
See the hiring work stay connected.
Private Beta
These views use an empty role intake and explicitly fictional UAT mission and candidate data. They demonstrate the operating experience—not customer results or placement proof.
Fictional Private Beta workspace
Turn one requirement into a shared hiring mission.
Start with the complete role context. Hiring OS structures the brief and isolates only the decisions the requirement did not answer.
Why it exists
An ATS stores the pipeline. The operating work still happens elsewhere.
Recruiters still move between job descriptions, search tools, spreadsheets, inboxes, screening notes, candidate databases, and submission documents.
Hiring OS is designed for the intelligence and workflow around sourcing, screening, outreach, and candidate progression—with human approval at consequential decisions.
The intended workflow
From role understanding to candidate progression.
The Private Beta operates as an intelligence and workflow layer around the real recruiting process, not as a generic AI resume sorter or a replacement for recruiter judgment.
Sourcing strategy
Choose the right channels, candidate pools, search direction, and market constraints for the role.
Screening and qualification
Combine deterministic requirements, AI-assisted interpretation, and human recruiting judgment.
Candidate outreach
Create role-aware outreach, manage responses, and preserve the context behind the conversation.
Projects and shortlists
Move qualified candidates through structured review, shortlist, submission, and progression workflows.
Recruiting memory
Retain candidate history, prior decisions, role context, and outcomes without exposing raw candidate data to marketing.
Designed boundary
Candidate privacy is not a growth signal.
Hiring OS may identify approved company-level events—such as meaningful hiring activity—that can inform LeadGen OS.
Raw candidate identities, resumes, screening material, and candidate-level activity are not marketing data and are not transferred into outbound workflows.
One useful next step
Bring us the hiring requirement.
Tell us the role, geography, urgency, hiring context, current workflow, and where recruiting is getting stuck. We will determine whether the Private Beta or a recruiting service is the right operating path.
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