Input
What you provide
Role title, sector, location, seniority level and any specific requirements or context.
A detailed persona that shapes everything, ads, outreach, channels, messaging.
Enter a role and sector and get a detailed candidate persona, their motivations, objections, preferred channels, salary expectations, career drivers and the messaging angles most likely to get a response. The foundation for recruitment marketing that speaks to the right people in the right way.
Role title, sector, location, seniority level and any specific requirements or context.
A structured candidate persona including demographics, motivations, deal-breakers, preferred channels, salary expectations, career stage, messaging recommendations and competitor employer analysis.
Most recruitment campaigns are designed around what a recruiter thinks a candidate wants, rather than what the evidence says. This leads to job ads with the wrong selling points, outreach messages sent through the wrong channels, and sourcing strategies that fish in the active market when the target audience is largely passive.
A candidate persona brings discipline to the starting point. Before you write a single word of copy, set a sourcing strategy, or spend a pound on advertising, you understand who you are trying to reach, their motivations, their objections, where they spend their professional time, and what message has the best chance of getting a response. It is the difference between targeting and guessing.
A recruitment consultant specialising in social care uses the persona builder before every new campaign. The output consistently identifies channels and messaging angles they would not have defaulted to, changing where they invest the sourcing budget.
A TA manager briefing an internal team uses the persona output as a shared reference point for the whole hiring panel, ensuring sourcing strategy, job ad copy and interview questions are all built around the same candidate profile.
An agency recruiter working a retained search uses the persona to build the outreach message and select which LinkedIn filters are most likely to reach the right people, rather than starting with a Boolean search and hoping for the best.
Recruiters targeting hard-to-fill roles who want to understand their candidate audience before investing in advertising, outreach or content.
Not templates. Personalised, human-sounding messages that cut through the noise.
Multi-touch sequences that build engagement without sounding automated.
Real-time job market intelligence for recruiters doing business development.
7-day free trial. Full access, cancel anytime. Built for recruitment marketers and in-house TA teams who want to move faster without sacrificing quality.
We use cookies for site analytics — to see which posts and tools land. Necessary ones are always on. Cookie policy.
Choose which cookies you're happy with. You can change this any time. See our cookie policy for the full list.
Strictly necessary
Required for the site to work, login, payments, and security. Can't be turned off.
Analytics
Google Analytics 4 (via GTM). Helps us understand which posts and tools land — so we build more of what works.
Marketing
Used by ad and retargeting platforms to measure campaigns. We don't run paid ads today — this is here for when we do.