Hire engineers who
actually ship.
46% of new hires fail within 18 months. HirePulse scores candidates across six research-backed factors, not just skills.
See the product
A live hiring cockpit, not another spreadsheet.
Review ranked candidates, inspect raw evidence, and approve outreach from one place. Every recommendation is traceable.
The problem
Hiring is broken. The data proves it.
of new hires fail within 18 months
And it’s almost never about skills. It’s about ownership, drive, and culture fit. Things resumes don’t measure.
lost per bad hire
The hidden cost isn’t salary. It’s context lost, momentum killed, and team morale drained by someone who doesn’t fit.
generic InMails that get ignored
Meanwhile the engineers you actually want delete every one. Personalized outreach at scale was a fantasy. Until now.
How it works
Four agents. One pipeline. You stay in control.
Each agent runs autonomously. You set the goals and approve at checkpoints.
Source
Crawls AngelList, GitHub, and LinkedIn. Parses profiles. Deduplicates. Builds your pipeline while you sleep.
You review the shortlistScreen
Analyzes GitHub repos for shipped work. Scores career trajectory. Detects startup DNA across six research-backed factors.
You adjust weights and approveReach out
Writes personalized emails referencing actual projects and posts. Sequences follow-ups. Handles scheduling.
You approve before anything sendsInterview
Conducts AI screening calls. Detects ownership language, enthusiasm, and communication clarity. Generates a candidate brief for your final round.
You make the final callThe scoring model
Six factors. Research-backed. Bias-resistant.
Based on Sackett et al. (2022) meta-analysis. Most tools score skill match alone (r=.31, barely better than a coin flip). Six factors reach r=.63.
Weights are configurable per org. A consulting firm weights skill match at 50%. A startup weights culture and ownership.
Example signal analysis
Your culture, codified
Every org is different. Your scoring should be too.
During onboarding, you describe how your team works: values, work style, deal-breakers. Every candidate is scored against your definition of great, not a generic template.
Yours will look different. And that's the point.
AI screening calls
Your first screen. Done before you pick up the phone.
An AI agent calls each candidate for a 5–10 minute qualification screen. It verifies resume claims, checks salary expectations, assesses availability, and catches early behavioral signals. You only talk to candidates worth your time.
“Verifies, not guesses.” Cross-references what they say with what’s on their resume. Flags inconsistencies for your real interview.
“Gets the logistics.” Salary range, start date, remote preference. The questions you ask every candidate, answered before you meet them.
“Early signals, zero effort.” Ownership language, enthusiasm, communication clarity. All detected from a 7-minute call.
~$0.15 per screening call. Less than the coffee you'd drink during a 30-minute phone screen.
Outreach that actually gets replies
Personalized emails at scale. Not generic templates.
The outreach agent reads a candidate's GitHub projects, blog posts, and career highlights, then writes an email that proves you did your homework. Follow-ups are scheduled automatically.
Hi { name }, I came across your profile and think you'd be a great fit for an exciting opportunity at our growing company...
We're looking for talented engineers to join our team and work on challenging problems. The role offers competitive compensation and great benefits.
Would you be open to a quick chat?
Hi Priya, I noticed your payments rewrite at FinStack serving 2M txns/month. The architectural decisions you described in your blog post were exactly the kind of systems thinking we need at SynergyBoat.
We're a small team (6 engineers) building an AI recruiting platform, and we need someone who's shipped infrastructure at your scale. Your move from backend to platform eng also caught our eye.
Would a 15-minute call work this week? Happy to share more about the role and what we're building.
Why we built this
We built HirePulse because we couldn’t find the right people.
SynergyBoat is a small AI product agency. We hire 2–4 people at a time, remotely. Every ATS we tried scored for skills when we needed to score for startup DNA: ownership, autonomy, shipping speed. So we built our own.
Learn more about SynergyBoat