What was our Pay-per-profile all about? It is a hiring model where we search the market deeply and filter hard, then hand you only a set of 15 pre-screened candidates. Each one is checked for skills, startup-fit, and real intent to join, so founders spend their time interviewing people who are actually worth their time. You run the interviews and close the hire but we handle the sourcing and filtering, all for a flat fee per role.
The promise behind this pay-per-profile model is that founders get fewer profiles and better signal. But that only holds if the filtering underneath is real.
So let us show you what actually happens to a candidate before their profile lands in front of you.
Step 1: Reya, our AI Agent calls the relevant candidates
Now, after sourcing and matchmaking highly relevant candidates, we use AI led algorithms and deep context of the candidate journey to matchmake right profiles to call. Our system understands the entire journey of the talent as we have deep insights around each company in our database including whether they are in their 0-1 journey, 1-10 or 10-100, their funding stage, their domain and industry, their team caliber and more.
Apart from what’s written in their resume, these signals are the base for us to shortlist right candidates which creates the first right foundation to start our outreach.
Then comes Reya, our proprietary AI agent that calls the relevant candidates and runs the conversation end-to-end. The reason for the call? To know if the person behind the profile can stand strong in a conversation beyond just their resume. What does Reya do?
- Confirms availability, compensation, hike expectations, logistics and the basic needs of the role then it goes beyond.
- When a candidate says they built something, Reya asks them to walk through exactly what they personally wrote, what the architecture looked like, and what was theirs versus the team’s.
- When a candidate claims they led architecture or design decisions, Reya asks for a specific example and the tradeoffs they weighed.
- When a candidate says they are hands-on and not just managing, Reya asks for a concrete thing they built themselves.
- The agent also pitches your startup in the most appropriate and transparent way. Startup hiring is selling as much as it’s recruiting.
This depth of questioning happens on every call, not just the promising ones.
This depth of questioning happens on every call, not just the promising ones.
Step 2: Get AI Screening Report for each profile
An AI Screening Report gets prepared based on the Call Transcript, and CV Screening, based on the Hiring Rubric. Here is what you get in the report:
- Gives you the whole transcripts of the calls plus the actual audio.
- Tells you if the profile matches on your must haves, good to haves, and logistics.
- Also tells you open items which are things that could not be confirmed.
You are seeing which specific requirements held up under questioning and which only partly did. If a skill only partly checks out, it says partially confirmed, not a vague green tick. Every profile you get back is scored this way, requirement by requirement.
How does this help? This kind of screening tells you exactly where to dig in the next round. So every report hands you not just what it found but what to ask in the interview and what to reconfirm.
Why did we build it this way?
Go back to what Curated Sourcing is for. Founders who can interview and close, but do not have the muscle to search and filter the whole market. The AI is not there to replace your judgment. It is there to do the heavy filtering, then hand you a small set of candidates with the evidence laid out. Which requirements held up, which did not, what to probe next, and the full conversation to back it all.
The goal is to choose from 15 profiles. You only have to review these 15 before you find someone genuinely worth your time. Everything Reya does, on every profile, is built around that one number.
*One more thing: Curated sourcing is in beta and currently open only to startups in India.
