Find the right people,
spend less time
Say what you are hiring for. Jasify finds people already doing that job elsewhere, researches them, and hands you one document: how to reach each of them, what is known about them, and the questions to ask. You decide who gets approached.
One document, not a pile of tabs
A job board will give you a list of interview questions for free, and it is worth what you paid. This one comes with the people attached: the same questions for everybody, then each candidate in four lines you can act on.
- 1Tell me about a shift you ran where the pick rate fell behind. What did you change first?
- 2Which parts of a chilled site have you been accountable for, and which have you only worked alongside?
- 3What would you want to know about us before you took this seriously?
- and five more, about the job and your company
- Now
- Operations Manager at Chilled Logistics, Leeds, 2 yr 4 mo
- r.okonkwo@chilledlogistics.co.uk
- linkedin.com/in/rokonkwo
- Their work
- chilledlogistics.co.uk/about/operations
Whoever is currently looking, which is not the same set of people as whoever is good at this. Then a fortnight of waiting to find out.
People doing the job right now at other companies, ranked on what they have actually shipped, with a way to reach each of them.
Nobody hears from you until you say so
The doc comes first, then the decision
The run writes the interview doc, then stops and waits. You read it, delete anyone you would not approach and edit any note you would word differently, and only the people you leave receive an invitation. There is no path from the search to somebody’s LinkedIn that skips this. The doc is worth keeping whether or not you ever send a single request.
Candidates found : by default
Searched by title, seniority and location for people already doing this job elsewhere. Ask for fewer or ask for more: the screen is there to cut.
Review gate : always
Your stop, and it comes after the doc so you decide with the research in front of you rather than from a row in a table.
Characters a note : fixed
LinkedIn refuses a longer invitation outright, so a note that runs over loses that candidate entirely. Each one is written and counted.
Invitations a day : fixed
Sent from your own LinkedIn, and anyone you are already connected to is skipped rather than pestered.
Five workers, one gate
Launch it as it comes, or open any worker on the canvas and tune it. The Brain reaches the brief and the invitation writer directly: that is what stops the approach reading like a recruiter.
Company Brain
BrainWhat your business does, how it talks and what it is like to work at: the raw material for an approach that sounds like you.
The brief
WorkerTwo halves. The honest pitch to a candidate, and the standard the screen cuts against: the other titles this job goes by, the must-haves, who is off limits.
Find people doing this job
WorkerSearches by title, seniority and location for people currently doing the work somewhere else. Not applicants, and never an invented contact detail.
Screen, research and rank
WorkerCuts the list, researches what each person has actually shipped, and ranks on evidence and time in role. Keeps fact apart from inference.
The interview doc
ReportOne downloadable document: the questions to ask everybody, then each person in four lines with their email and their LinkedIn. Save as PDF built in.
Review
YouRead the doc, cut the list. Nothing reaches anybody until you have.
Send the invitations
LinkedInA connection request to each approved person carrying their own note, written from what the research found.
The doc is written before the review, not after it. Cutting people from a table row alone is deciding blind, so the research exists by the time the decision does.
What it needs from you
A role, as you would advertise it
The job title drives the search. Everything downstream is built on it, so “Warehouse Operations Manager” does more work than “operations person”.
A place
City, region or remote. A search is only meaningful against somewhere, and the screen reads location as a real signal rather than a label.
LinkedIn, for the last step only
Connect it once in Settings. Everything before it runs without it: the search, the shortlist, the CSV and the interview doc.
Invitations go from your own LinkedIn account, not a shared platform or a Jasify profile, so replies come back to you. Anyone you are already connected to is skipped.
The shortlist also comes out as a table you can download as CSV, so the same run feeds a spreadsheet if that is where your hiring already lives.
Stop waiting for
the right applicant
Give it a role and a place. It finds the people, writes the doc, and stops.