Paste a job link. Ken sources the candidates and books the screens.
Ken turns a job page into a role, searches for people who fit it, scores each one against the must-haves and writes to them on LinkedIn first, then work email. Replies land labeled, candidates book screens on your calendar, and every candidate sits on a pipeline board you can export as CSV. The same workspace runs BD to the hiring managers who give you the roles.
Example searches
- Backend engineers with Go or Rust skills, 5+ years of experience, 2+ years in role, United States
- ICU nurses in Texas with 3+ years at their current hospital
- Account executives at SaaS companies who were recently promoted, Chicago
- Operations managers at 3PLs in Ohio who used to work at Amazon or Walmart
- Data scientists with a master's in statistics or computer science, Boston
- Controllers at manufacturing companies, 4+ years in role, Illinois or Indiana
- Plant managers with lean or Six Sigma skills, Michigan
- VPs of Engineering at US software companies with 50-500 employees
- CNOs and nurse managers at hospitals in Texas
Trusted by 1,000+ B2B companies
- SaaSRise
Agencies run two pipelines. Most tools are built for one.
Boutique contingency, retained search, healthcare staffing, light industrial: every desk sources candidates for open roles and wins new roles from hiring managers. The sourcing, the outreach and the pipeline live in different tools. Ken puts the role, the candidates, the outreach and the pipeline in one place, and runs client BD from the same workspace.
- reply rate on Ken campaigns
- 3%
- with 16% click rate and 7 meetings per 10,000 contacts
- fixed pipeline stages
- 10
- Sourced to Hired, plus Not a fit
- free credits to start
- 1,000
- no card; about 690 finished leads
- US staffing and recruiting companies
- ~27,000
- about 54,000 offices in 2021 (American Staffing Association)
Every step of a fill, in one workspace.
From the job link to the hire, Ken does the busywork and keeps a record of every move.
Role intake from a job link
Paste a job or application page. Ken reads it and fills in the title, hiring company, location, remote policy, seniority, pay range, must-haves and nice-to-haves, then asks only for what the page left out, usually pay and must-haves. No link? Answer a few questions instead.
Candidate search on real work history
Search 250M people by current and past titles, skills, past companies, schools, degrees and fields of study, years of experience, years in role and at the company, tenure ripe, recent promotions and job changes, and location by country, state or city.
Scored against the must-haves
Ken scores every candidate against the role's must-haves and nice-to-haves and splits them into angles for why they would move: big company to startup, individual contributor to lead, pay or remote, the mission. The scoring input leaves out the candidate's name, photo, education and experience dates, and posts.
LinkedIn first, then work email
The default sequence sends a connection request with a note, then a message. Work email follows. Messages stay short, are about the candidate's own work, lead with the pay range when the role has one, and end with one ask.
A Studio page for every candidate
Ken Studio builds a role page for each candidate: why them, the role, the team, the pay range and the process, with a book-a-screen button and a slot for a hiring-manager video. Or one page with the 2 to 4 open roles they fit. The link works in email and LinkedIn messages, and views and clicks show on the candidate's card.
Replies sorted, referrals added in one click
Replies are labeled as they land: Interested in the role, Not now, Not looking, Wrong person or Referral. When someone points you to a colleague, add that person to the role in one click. In autonomous mode the reply agent adds them for you.
Pipeline board and screen booking
Each role has a board and a list with ten fixed stages, Sourced to Hired plus Not a fit. Sends, replies and interest move candidates forward on their own. A candidate who books on your booking page moves to Screen booked, and Ken writes a brief of their background against the must-haves.
Pipeline export as CSV
Export a role's pipeline as CSV and import it into your ATS or a spreadsheet.
Built for desks that live on replies, not credit packs.
Candidates and client BD in one workspace.
Fill roles with recruiting campaigns and win new ones with BD campaigns to hiring managers, CTOs, CNOs and plant managers. Same login, same inboxes, same LinkedIn seats. Ken sends at most one first message a day per company in a recruiting campaign, and one candidate's reply never stops outreach to their coworkers.
Messages about their work, not your template.
Ken writes about each candidate's own work. Copy stays short and specific, puts the pay range up front when the role has one, and ends with one ask: reply or book a screen. You approve every message, or turn on autonomous send.
Owned sending, scored and checked.
Email goes to work addresses on Ken's owned sending infrastructure, with quality-scored copy and risky addresses filtered out - the stack that moved inbox placement from 32% to 89% in our placement test. Email finding runs on credits, on the same plans as sales.
From job link to screens on your calendar.
Three steps. Nothing sends until you approve, unless you turn on autonomous send.
Paste the job link
Ken reads the job page, fills in the role and asks only for what is missing, usually pay and must-haves. Confirm the role in a minute.
Review the candidates and the messages
Ken searches for people who fit, scores them against the must-haves, splits them into angles and drafts the LinkedIn and email steps for your review.
Work the pipeline
Replies are labeled, screens book on your calendar and candidates move across the board. Export a role's pipeline as CSV for your ATS. Email finding and sending run on credits; Free includes 1,000 credits. Ken AI is $200/mo ($160/mo billed annually) with 200,000 sends and 5,000 credits a month.
It cut down the screening time significantly
CEO of XJTAG, the leading producer of electronics test equipment
We’d been searching for months for a Head of Marketing with a technical background willing to work on-site - a rare combination in the UK.
Ken AI not only helped us think through the role differently, but ran a targeted outreach campaign to find candidates in our area, researching each profile and sending personalized emails on our behalf.
It cut down the manual screening time significantly and surfaced candidates we wouldn't have found on our own.
Frequently Asked Questions
What teams ask before running outbound for Recruiting & Staffing Agencies with Ken.
No. Recruiting campaigns fill roles and sales campaigns win new ones, in the same workspace. Point a recruiting campaign at engineers, nurses or plant talent for an open role, and a BD campaign at CTOs, CNOs, plant managers and hiring leaders for new mandates.
A job or application link. Ken reads the page and fills in the title, hiring company, location, remote policy, seniority, pay range, must-haves and nice-to-haves, then asks only for what the page does not say, usually pay and must-haves. Without a link, answer a few questions instead. A role is open, paused, filled or closed.
Ken sends a connection request with a short note, then a message. Work email follows.
Against the role's must-haves and nice-to-haves. The scoring input leaves out the candidate's name, photo, education and experience dates, and posts. Years of experience and tenure numbers stay in. Ken stores no gender, age or birth date.
Ken labels the reply Referral and offers to add the referred person to the role in one click. In autonomous mode the reply agent adds them for you.
Yes. Messages and Studio pages link to your booking page. A booking moves the candidate to Screen booked and creates no sales opportunity, and Ken writes a brief of their background against the role's must-haves before the call.
Not natively yet. Export a role's pipeline as CSV and import it into your ATS.
Ken writes to work emails only and does not buy personal email addresses. There is no open-to-work signal: filter on tenure, recent job changes and promotions from profile history instead. Location filters work by country, state or city, with no radius. Pipeline stages are fixed, with no custom stages: Sourced, Contacted, Replied, Interested, Screen booked, Submitted, Interviewing, Offer, Hired and Not a fit. Pricing is unchanged: the current plans and credits.
Ken Search covers 250M people and 24M companies from 10+ platforms. Personalization uses LinkedIn profile and website data.
Yes. Email finding runs on credits: each valid email found costs 1 credit, and Free includes 1,000 credits. Emails from a list you upload are free.
You approve every sequence before it sends, unless you turn on autonomous send. Ken quality-scores copy, sends at most one first message a day per company in a recruiting campaign, runs owned sending infrastructure and filters risky addresses - the same approach that moved inbox placement from 32% to 89% in our placement test.
XJTAG used personalized outreach for a hard technical hire - cut screening time significantly and surfaced candidates they would not have found. Across Ken campaigns, published benchmarks are 3% reply rate, 16% click rate, and 7 meetings per 10,000 contacts. AI personalization lifted engagement 127% in our 500k-email study.
Recruiting runs on the same plans and credits as sales, with no extra fee. Start free with 1,000 credits. Ken AI is $200/mo. One mid-level contingency fee often pays for years of Ken AI.
Paste your next job link. Ken sources the candidates.
Get early access with recruiting mode on, or book a call and see it on one of your open roles.
