Brief a role right from your desk. No sourcing, no scheduling, no endless threads. Hand the queue to hirinq and get named shortlists by tomorrow — all the way to signed offer, without the busywork.
hirinq searches LinkedIn, Wellfound, GitHub, HackerNews, niche communities, and your silver-medal pool in parallel.
Every candidate arrives with a breakdown: technical fit, trajectory, intent, offer-accept likelihood. No black boxes.
hirinq writes to each candidate's real work — their repos, talks, papers — not templated mass email.
Intros booked, reschedules handled, prep sent, feedback captured, offer letter drafted. You approve.
EU AI Act Art. 14, GDPR Art. 22, AGG, BetrVG — every decision logged, every shortlist audited.
SAP SuccessFactors, Workday, Greenhouse, Ashby, Lever. Your ATS stays the source of truth.
Paste a JD or describe the role in plain language. hirinq clarifies, spots gaps, and rewrites for signal — you approve the final brief.
Sourcing, scoring, outreach, scheduling, reschedules, feedback capture — all in flight. You watch the desk, not the inbox.
Every checkpoint surfaces for your review — shortlists, messages, offer letters. hirinq hands off the baton at the moments that matter.
Forget sourcing sprints, spreadsheet triage, or waiting on a recruiter's queue. hirinq runs the desk end-to-end — at your stack, in your voice, on your clock.
Every role is a board you can actually read. hirinq keeps each column moving — sourced, contacted, interviewing, offered — and flags the three decisions that are yours to make today.
See a pipeline in motion →Hi Lina,
I watched your RustConf '25 talk on lock-free arenas over the weekend — the bit on cache-line padding for shared queues was the clearest treatment I've seen. It's exactly the thinking we'd want on our trading-core team.
We're hiring a Staff Engineer in Berlin for the next generation of that system. Worth a 25-minute call this week to see if the problem lights you up?
— drafted by hirinq · approved by Sofia B.
hirinq reads each candidate's real work — talks, repos, papers, patents — and writes to what they actually care about. No mail-merge, no "quick question," no templates. 3.4× the reply rate of industry average.
See the outreach library →Every candidate arrives with an explainable score — technical fit, trajectory, intent, offer-accept likelihood — and a two-line human summary. You skim the three, not the three thousand.
See a shortlist →Every silver-medal candidate stays warm — thoughtful check-ins, role alerts, market updates written in your voice. When the next req opens, the people who almost said yes last time already know you.
See the warm-pool loop →EU AI Act. GDPR. AGG. BetrVG. Every decision logged, every shortlist audited for demographic drift, every works-council export ready on day one. Built for DACH, comfortable anywhere.
Read the trust brief →Your ATS stays the source of truth. hirinq syncs both ways with SAP SuccessFactors, Workday, Personio, Greenhouse, Ashby, Lever, LinkedIn Recruiter — and every candidate record carries its full evidence trail.
See all integrations →hirinq is built for regulated hiring — clear human oversight, explainable scoring, and data that never leaves the jurisdictions your works council says it shouldn't.
High-risk AI controls: human oversight, risk-management system, data governance, post-market monitoring. Mapped end-to-end.
Lawful basis logged per candidate. EU data residency (Frankfurt, Amsterdam). Right-to-explanation ready under Art. 22.
Works-council-grade exports, traceability, and co-determination scope documented. No surprise in the next Betriebsrat review.
Every shortlist checked for demographic drift against the protected classes in the Allgemeines Gleichbehandlungsgesetz. Reports on demand.
Pay only when you hire — around 80% less than a traditional headhunter. Commit annually for sharper rates. No subscription, no setup fee, no per-seat nonsense.
For DAX 40, CAC 40, and global orgs with works councils, SSO + SCIM, dedicated instance, EU/DACH data residency, and custom BetrVG export. Retainer structure or custom fee negotiation — whichever your procurement team prefers.
Yes. Candidate screening for employment is Annex III high-risk. hirinq is built to Art. 9–15 out of the box — risk management, data governance, human oversight, technical documentation, record-keeping.
By default, Frankfurt. Customers in regulated sectors can pin residency to Amsterdam or a dedicated instance. No data leaves the EU without your express written consent.
BetrVG §87 Abs. 1 Nr. 6 applies. hirinq ships a works-council dossier, co-determination scope documentation, and configurable limits that the Betriebsrat can sign off on before the first candidate is scored.
Nothing — the recruiter runs the desk. hirinq handles the parts that are tedious, not the parts that are human. Final shortlist, interview, offer conversation: all yours.
SAP SuccessFactors, Workday, Personio, Greenhouse, Ashby, Lever, Teamtailor, LinkedIn Recruiter. Two-way sync. Your ATS is always the source of truth.
Six weeks, two job families, success criteria agreed in writing up front. If we don't beat your baseline on time-to-first-interview and shortlist quality, you owe nothing.
Brief hirinq today. Have named shortlists by tomorrow. Sign the offer by the end of the week.