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. It runs the client's portal and the invoice at the other end, too.
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.
Built to avoid profiling
Personality labels, verdicts and protected-characteristic guesses are filtered and blocked by design. No deception detection, and no audio, video, facial or voice analysis.
Never rewrites the record
Approved Executive Intelligence records cannot be edited — corrections create a new version and archive the old one. No user, an administrator included, can edit or delete the activity trail.
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
- Client portal
- Placement
- Invoice
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
- Relationship Warmth
- Positioning Kit
Know what the client has actually asked for.
- HM Portal
- Client Preferences
- Feedback Interpretation
- Weekly Reports
The mandate does not end at the shortlist.
Most tools hand you a list and stop. The work that decides whether the search lands — the client's own reading of the slate, the questions nobody asked at briefing, and getting paid — happens after it.
Your client reviews it themselves
Hiring managers sign in to their own portal and see exactly the slate you sent — the scores, the evidence behind each one, and nothing about the candidates you did not submit. Their HR team gets seats of its own: HR sees every mandate shared with the company where a hiring manager sees only the ones shared with them, and a client admin adds and removes their own people without routing it through you. They rate, they raise a concern, and the search recalibrates on what they said.
The search interviews the client back
Where the brief left a gap, Mandate composes the questions that close it — from the calibration's own missing information, not from a template — and asks the client directly. Their answers ride the same feedback loop that ranks the candidates.
The placement bills itself
A hire becomes a placement with its fee terms attached. Invoices are built from those terms, issued once and frozen, sent from your own billing identity, and readable by the client in the same portal they reviewed the slate in.
Three-way alignment, scored and evidenced.
Mandate cross-references the candidate's record, the company picture, and the client's stated 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
One search is a craft. A practice is a business.
Everything above runs a single mandate. This is for whoever carries them — a desk of ten, a principal working alone, or a founder hiring their own first executive. The fewer people standing next to you, the more of the work the system has to do: the second opinion, the benchmark, the colleague who would have told you.
A questionnaire turns your must-haves, anti-patterns and priorities into the scoring model every candidate is measured against. Set the bar once — whether you run searches for clients or you are the founder making the hire — and everyone meets the same one.
Role templates ship for the hires a young company actually makes — seed-stage CTO, Series B VP Engineering, COO of a scaling startup — so a founder hiring an executive for the first time starts from a drafted standard instead of an empty brief.
Every consultant's mandates, pipeline and fees in one view — and the authority to move a lead when a search stalls.
Delivery targets owned by the people they measure. The database refuses to hand a revenue target to someone who cannot carry one.
Change how every search scores, in your own words. Skills steer judgment — they can never widen what an agent is allowed to touch.
The person in the record gets a door.
Most executive candidates never chose to be in anyone's database. Any candidate the team sends a portal link can open their own view of what the team holds, see how they were found, and act on it — without an account.
Their own view of the record — including how they were found, named rather than implied.
A candidate fixes their own details, and the correction lands across the team's records rather than in an inbox.
One action removes them from consideration, and the search team is told. No reply-to-opt-out, no quiet list.
The request reaches a person who acts on it. Nothing deletes a candidate's record automatically — that stays a human decision, on the record.
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.
Every plan runs the core agent stack; Executive Intelligence is a separate add-on. Prices are indicative: during the pilot, terms are agreed directly with each firm and invoiced by us — there is no self-serve signup or billing.
- Starter$399/mo
1 user, 3 active searches
- Full intelligence stack
- Ranking, comparison and shortlists
- 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
- Executive Network
- Custom skills
- Dedicated success partner
- 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.