Hiring is one of your hats
You're the HR person, or the founder doing the hiring. Self-serve on Solo: start free, upgrade in the app when you want to reach the people you found. No sales call.
Start for freeThe agents do the sourcing. Your team keeps the decisions.
Avery runs sourcing, outreach, screening and scheduling for your open roles. You get the hours back, and a pipeline you can put in front of leadership.
The leadership slide
Walk into Monday with the market in hand
"Where are we on the backend role?" stops being a bad moment. The market view answers it with numbers: what the role pays today, how many candidates exist, how long it honestly takes, and what to change if the answer is bad.
Screening
The first call is already informed
Candidates reply to a person, and the Screening Agent turns that exchange into the fields your team needs: target compensation, availability, real interest. Nobody re-reads a thread to remember who wanted what.
Talent Hub
The pipeline your team already earned
Every applicant, every silver medalist, every promising person you met too early stays searchable and comes back the day a role fits them. Most teams find their next hires were already in their own database.
- 125M+
- vetted European professionals to search
- 34s
- to a first ranked shortlist
- 50+
- ATS systems that import both ways
Your hiring history stops being an archive: every candidate your team has touched stays searchable, fresh and re-matched.
If you're a bad recruiter, you cannot coach your hiring manager to be a better hiring manager. That is why Avery is something that will really help elevate the level of recruitment both for the recruiters and hiring managers.
Jesper Larsen Founder, Recruit'em Avery is super cool. This is better than I was expecting. These are unique and new things that nobody's offering.
Jim McGregor Head of Change Enablement, Heineken You're giving hiring managers empowerment to see the data, to make better informed decisions so they can be better leaders. That's where Avery is very powerful!
Hannah Raju Talent Acquisition Leader, The Talent Collective Two ways in
Route by team size, honestly
You run a TA team of 2+
Shared projects, one inbox, the pipeline view, guided onboarding: that's Team, and it's scoped to your size on a call. Bring your hardest role; we'll size it live.
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