I built an AI recruiting agent because technical sourcing still starts with too many tabs
I’m the founder of Hirelix, and I’m building it around a simple observation: finding technical candidates is still much more manual than it looks.
A recruiter or hiring founder gets a role brief, translates it into searches, opens profile after profile, compares evidence across tabs, and then starts outreach from a blank page.
Hirelix turns a real job description into a ranked candidate pool. Its AI agents search and evaluate real profiles in parallel, then show why each person may fit, what risks still need verification, and editable context for outreach.
I’m deliberately not trying to replace recruiter judgment or auto-send messages. The product is meant to shorten the research work while keeping the final decision with a human.
The part I’m validating now is trust: if you were hiring an engineer, what evidence would an AI-generated candidate pool need to show before you would contact someone from it?
The decision to augment recruiter judgment instead of replacing it stood out to me.
Trust in AI hiring seems less about whether it can rank candidates and more about whether people understand why someone was recommended. That distinction feels important.