One line in.
A defensible shortlist out.
Type the mandate. Mandate decomposes it, researches the company, drafts the role specification and builds the scoring model — then you approve the bar before a single candidate is scored against it.
Access is granted by approval, not by credit card. No trial, no self-serve tier.
Executive search is judgment work performed under bad conditions.
Dozens of CVs. A hiring manager whose stated requirements drift from their revealed preferences. No consistent scoring. No audit trail. Decisions get made on recency and charisma, then rationalised afterwards.
From a slate you defend in the room —to a slate that defends itself in the minutes.
Type any role. Watch Mandate think.
Drop an executive brief — a one-liner, a paste from an email, a vague description. The Intake Agent decomposes it, calibrates a scoring model, and drafts the first three Boolean queries in real time.
- Seniority
- Director, reports to CIO
- Function
- IT operations, service management
- Sector
- Private healthcare, regulated
- Scale signal
- 2,000–8,000 staff, multi-site
Sector is consolidating; uptime and clinical-system availability dominate the operating agenda. Service-desk maturity and out-of-hours cover are the usual failure points at this scale.
A draft. In the product you edit and approve it before anyone is scored against it.
NoteThis is what Mandate does in 30 seconds.
What the system will never do.
These are enforced in the prompts, the application and the database — not stated as intentions.
Never decides for you
No hire or no-hire verdict is produced anywhere in the product. Every output is decision support, with a human accountable for the call.
Never profiles a person
No psychological labels, no protected-characteristic inference, no deception detection, and no audio, video, facial or voice analysis.
Never rewrites the record
Approved artifacts cannot be edited — corrections create a new version and archive the old one. The audit log accepts inserts only.
Calibration before evaluation.
The bar is set and approved before the faces appear. Everything downstream scores against the same model, and the model is versioned.
Decompose
One line becomes a structured mandate and a grounded company picture — the estate, the history, the constraints nobody put in the brief.
Calibrate
A structured intake produces weighted dimensions, must-haves and anti-patterns. You edit them. You approve them. Only then do they count.
Evaluate
Every CV is parsed, scored against the approved model and placed in a tier — with the evidence behind each dimension shown next to the number.
Defend
The shortlist carries its trade-offs. Client feedback recalibrates the model and re-ranks the field, and the change is versioned.
- Mandate
- Spec
- Calibration
- Sourcing
- Evaluation
- Ranking
- Shortlist
- Feedback
- Recalibrate
The complete intelligence stack.
12 specialised modules across three intelligence layers. Every layer reads from the others — the system gets sharper the more you feed it.
From one-line brief to ranked candidate slate.
- Intake Agent
- Job Spec Builder
- Boolean Search
- Sourcing Strategy
Read every candidate the way your best partner would.
- CV Parsing
- Evaluation Engine
- Working-Style Signals
- Positioning Kit
Predict what the client actually wants.
- HM Portal
- Culture Analysis
- Feedback Interpretation
- Weekly Reports
Three-way alignment, scored and evidenced.
Mandate cross-references candidate working-style signals, company culture, and hiring-manager preferences to produce a three-way alignment score — with anticipated objections and prepared responses.
Illustrative shape of the output — not live data
- Candidate ↔ Company91
- Candidate ↔ HM83
- Overall alignment87
Illustrative example — not live data
Due diligence that survives the board minute.
A gated chain — success profile, interview plan, assessment — where each step requires human approval of the last. Approved records are immutable at the database layer. The audit trail is append-only. The assessment has no AI in it at all.
- Success profile
- Interview plan
- Assessment
- Report
Pricing that scales with the practice.
All plans include the full agent stack, billed monthly. Billing begins once your workspace is approved — there is no self-serve signup.
- Starter$399/mo
1 user, 3 active searches
- Full intelligence stack
- Ranking, comparison and shortlists
- 30-day evaluation history
- Email support
- Includes the HM PortalGrowth$999/mo
5 users, 10 active searches
- Everything in Starter
- Hiring Manager Portal
- Triangulation reports
- Calibration history + restore
- Priority support
- Agency$1,899/mo
Unlimited users + searches
- Everything in Growth
- Global Executive Network
- Custom skills + agents
- Dedicated success partner
- SLA + onboarding workshop
- Executive IntelligenceContact sales
Add-on to any plan
- Gated diligence chain
- Versioned success profiles
- Per-candidate interview plans
- Immutable approved records
- Append-only audit trail
Scoped per engagement. Added to any plan above.
Full plan comparison, including what changes between tiers, is on the pricing page.
Common questions.
Is my client data secure?
How is this different from LinkedIn Recruiter?
Does it source candidates for me?
Who is accountable for a decision?
Does it replace my judgment as a recruiter?
Can I correct an approved record?
Why is there no free trial?
Does it work for in-house talent teams?
Set the bar before you see the faces.
Tell us the mandate you are running now. A founder reads every request and replies within 48 hours, and we will walk a live search through with you before anything is billed.