The old workflow
“The recruiter becomes the sourcing tool.”
- Every week
- Search profiles, open tabs, copy details, write messages, follow up, remember who replied.
- The cost
- Hours disappear before anyone reaches an interview.
Done-for-you candidate sourcingFor hiring teams
We find the candidates. You run the interview.
Tell us who you need. We find relevant people, do the homework, start personalized conversations, and hand interested candidates to your recruiting team.
Candidate sourcingPassive talentPersonalized outreach
- One role
- 30d
- Your input
- 1 brief
- Handoff
- Interested
Recruiter filler we don't sendI came across your profileExciting opportunityGreat fit for your backgroundQuick chat?Fast-growing companyOpen to hearing more?
02 / The difference
Same candidate. Two very different messages.
03 / The job
Your recruiters shouldn't have to do the searching and the selling.
We handle discovery, research and the first conversation. Your team steps in when there is an actual candidate worth talking to.
01
You give us the role.
One focused brief: responsibilities, must-haves, nice-to-haves, location, seniority, compensation and what actually makes someone successful.
02
We build the candidate universe.
We look beyond active applicants and identify people who fit the actual hiring problem, not just a keyword search.
03
Every candidate gets homework.
Relevant experience, career context, company signals and a concrete reason this opportunity could make sense for this person.
04
We start the conversation.
Personalized outreach instead of a mass sequence pretending to be personal. Replies are handled toward a real recruiter handoff.
05
Your team takes over.
When someone is genuinely interested, sourcing ends. Your recruiter or hiring manager gets the conversation and runs the interview process.
04 / Hiring pilot
Start with one role. Learn what the market gives you.
No fake promise about hires. The pilot tests whether we can create qualified candidate conversations for your specific role.
| Scope | Roles | Market | Duration | Handoff | |
|---|---|---|---|---|---|
Hiring Pilot Start here One focused campaign$750/30 days | 1 | 1 | 30d | Qualified | Select |
Multi-role After the pilotCustom | 2+ | Flexible | Monthly | Qualified | Talk |
The pilot is deliberately narrow: one role, one market, one learning loop. If it works, expand. If it doesn't, you learned before building a giant recruiting machine around it.
05 / What changes
More sourcing. Less recruiter busywork.
The DoneCalls workflow
“The recruiter gets the conversation.”
- Every week
- Candidate discovery and research happen upstream. Interested people get handed to the hiring team.
- The goal
- Your people spend more time evaluating candidates and less time hunting for them.
06 / What we take off your plate
You give us the role. We run the sourcing.
✓
Candidate discovery
Build a relevant candidate list around the actual brief.
✓
Profile research
Understand why the person could be a fit before asking for their time.
✓
Personalized outreach
Give candidates an actual reason to consider the opportunity.
✓
First-response handling
Keep the conversation moving until the candidate is ready for your team.
✓
Recruiter handoff
Interested candidate, then your recruiter or hiring manager.
07 / Before you give us a role
Straight answers.
What roles does this work for?
The best starting point is a role with a clear definition of a strong candidate and enough relevant talent in the target market. Engineering, sales, marketing, operations and specialist roles can all be tested.
Do you source passive candidates?
Yes. The point is not to depend only on active applicants. We can build the campaign around people who may be open to the right opportunity even if they aren't currently applying.
Are candidates talking to an AI?
AI can assist with research and drafting, but the objective is not to flood people with autonomous messages. Outreach is personalized around the candidate and the role, with a real handoff when someone is interested.
Do we still need our recruiters?
Absolutely. DoneCalls is sourcing infrastructure, not a replacement for your hiring team. We take discovery, research and initial outreach off their plate so they can spend more time interviewing and closing candidates.
Do you guarantee hires?
No. Hiring depends on the role, market, compensation, candidate preferences and your process. The pilot tests whether we can create qualified candidate conversations for your specific hiring problem.
08 / The call
Bring us one role worth filling.
Thirty minutes. Tell us what you're hiring, where, and what a great candidate looks like. We'll tell you whether a sourcing pilot makes sense.
- — One role, clearly defined
- — One target market
- — Honest no if the role isn't a fit for this model
- — No obligation to continue after the pilot