Three ways in.
One hiring standard.

Every published role has an application link. Share it in the places your candidates already use: your website, a community, a message or a LinkedIn post. People can read about the role and see what comes next before beginning their application.

You can post the link from your own LinkedIn account. Once a LinkedIn account is connected, the product also supports posting natively. The link leads to the same role and application process whichever channel brought the person in.

Upload CVs to your talent pool and invite people worth talking to. An invitation gives each person a personal route into the application. Having someone’s CV does not replace their participation in the process.

Use this route when you already have a network, previous applicants or people you want to approach. Your team decides whom to invite. aikho helps you bring that existing knowledge into the role’s assessment process instead of starting from an empty list.

aikho’s sourcing agent searches public profiles for the role when you publish. Sourcing is included on every plan. Tell aikho what the work needs and give it enough company context to understand the profile you are looking for.

This is not an offer of unlimited or repeat searches on demand. The search starts from publishing the role. Starter includes 10 email lookups a month; the rest of the Starter offer is one open role and 25 candidates in total.

Every applicant uploads a CV and goes through the same role requirements. The first check looks for established failures of your deal-breakers. Missing or uncertain information is not treated as proof that a requirement has failed.

Candidates who reach the interview get a conversation about their experience. Your team can then review the assessment with the words behind it. Whether the person came through your shared link, your CVs or sourcing, people decide whom to shortlist and hire.