Hire-ready candidates, delivered.

Findem ReadySlate delivers a slate of hire-ready candidates for your open roles. You start with a job description and a guided intake with your hiring manager. Findem's AI then finds, engages, screens, assesses, and verifies candidates and delivers a slate your team can interview. Every candidate meets the Findem Standard: interested, qualified, verified, and ready.

Findem Slate is built for early- and mid-career knowledge-worker roles. Screening and skills assessments are generated for each role. Senior hiring usually involves a longer, more tailored process, and Slate isn't designed to replace it.

Job ads give you volume, and create more work for your team. Findem Slate gives you the finished work. It finds people who match your hiring manager's scorecard, engages them, and screens, assesses, and verifies them. What you receive is a slate ready to interview, with the evidence behind every candidate. You decide who to unlock, and you only pay for those candidates.

Agencies give you outsourced labor, at a higher cost per hire. An agency gives you a recruiter's time, typically charged as a percentage of first-year salary. Findem Slate gives you the finished work, a screened and verified slate, and you only pay for the candidates you choose to unlock. Your team keeps control of the scorecard, the outreach pitch, and every hiring decision.

Findem Talent Sourcing gives your recruiters AI tools to find and engage candidates, and your team runs the search. Findem Slate does the work for you — sourcing, screening, and verification — delivered as a slate ready to interview.

Findem Slate searches 850M+ profiles from 100,000+ sources and reaches out to the strongest matches with personalized messages. If you also want to source across channels and nurture talent you already know, Findem's Talent CRM is available separately.

Every interested candidate completes a short AI screening interview on their own schedule and, where the role calls for it, a skills assessment built for that role. Findem scores the answers against your hiring manager's scorecard, confirms identity, and compiles a candidate presentation with the evidence. Your team reviews it and decides who to meet.

Identity verification confirms each candidate is who they say they are, so the person you interview is the person who applied. We'll also flag application issues (e.g., authenticity), candidates who give disqualifying answers (e.g., unable to meet hybrid office requirements), and unusual behavior during the interview (e.g., signs the candidate may be using an LLM to generate answers).

You decide. When you set up the role, you set a candidate cap — the point at which Findem stops screening new candidates.

Yes. Findem integrates with your ATS, VMS, and HRIS, so candidates move into the workflow your team already uses.

Candidates receive a personalized invitation that explains why the role fits them. They complete their screening interview whenever it suits them, day or night, and every candidate who engages gets a real opportunity to be considered.

You pay for each candidate you unlock. Every screened candidate arrives with a candidate presentation and a masked identity, so you review the evidence first and unlock only the people you want to meet. Candidates you don't unlock cost nothing.

Findem's AI handles the legwork — sourcing, outreach drafts, screening interviews, assessments, and candidate presentations. It doesn't reject candidates or make hiring decisions. That's on you.

Findem's AI supports human judgment. It doesn't reject candidates or make hiring decisions, and it isn't intended to be used as an automated employment decision tool. Findem runs ongoing disparate-impact testing and at least annual independent bias audits. Its most recent third-party audit, conducted by Warden AI, returned fairness scores at or near parity across every demographic group tested.