Hire for the problem, not the job description.
Your hiring manager talks with their agent about the team, the work and what past hires taught them. You as a recruiter gets the real requirements.
What the agent asks
The agent talks with hiring managers to understand the work, not just the role.
What problem must the hire solve?
Not "write code" — stabilize payments, reduce latency, own the roadmap.
What conditions must they work under?
Deadlines, ambiguity, on-call expectations, team dependencies.
What capabilities do they need?
Technical depth, cross-team influence, decision-making under pressure.
What outcomes will you measure?
The specific changes that prove the hire succeeded.
What you get
The work, not the wishlist
What the hire must accomplish, under which conditions, with what capabilities, for which outcomes.
Candidates ranked with reasons
Every candidate scored against the real requirement, with evidence you can read.
Learning that compounds
What the agent learns about your team stays with you for the next search.
You introduce the agent to the hiring manager.
Recruiters invite hiring managers to the agent. If you're a hiring manager and want Lynxs, ask your recruiter to sign up.
Learn more for recruiters