Business development for recruiting desks. Scout finds companies that match the clients you place into, reads their sites for hiring evidence and names who owns the hire. Chase drafts the first message. You decide what goes out.
Hi Dana, I noticed Northwind is opening a Denver terminal and has account executive roles posted. We place sales people with Midwest distributors…
Example research on a fictional company. Nothing is sent without a recruiter’s approval.
Every search runs in the background. Scout discovers companies, reads their public pages and rates each one against your Playbook, so a recruiter can check the reasoning in seconds.
Strong fits first, then companies worth a look. You tick the ones worth pitching.
Each reason links to the careers, news or about page it came from. Doubts are labelled as doubts.
People at the company who match your target titles, with the best role to reach.
24 discovered · 6 ready to review · 3 excluded by your Playbook
Sales and ops openings on the careers page
Controller role posted; founder-led
Eastern expansion; no careers page found
When Scout can’t find source-backed evidence on a company’s site, it caps the score and says so instead of guessing.
One company, followed end to end on an industrial sales and operations desk. The kind of first pass a recruiter would otherwise do in a dozen browser tabs.
Three commercial and operations searches opening together, all in the desk’s specialty.
Personalized draft“Hi Morgan, I saw Arden is hiring a Sales Manager, an Account Executive and an Operations Manager at the same time…”
Illustrative example. The company and people are fictional.
Hi Dana,
I noticed Northwind is opening a Denver terminal and has account executive and sales operations roles posted.
We place sales and operations people with Midwest distributors, and a new-market launch is usually where those searches get hard.
Would a short call next week be useful?
Chase writes to the person who owns the hire and explains why it wrote what it did. It never sends anything itself.
Chase starts from what Scout found at that company, not from a template.
Email or LinkedIn-style, one company and one person at a time, inside the claims your Playbook allows.
Save edits, approve the final draft, and mark it sent once it has gone out from your own account.
A Playbook tells Scout and Chase who counts as a good client, which signals matter, who to contact and what must never be said. Change the Playbook and every search and draft after it changes too.
Contingency and retained search for sales, operations, accounting and admin roles
An example desk, built only from fields that exist in the Playbook today. A dedicated recruiting Playbook is in progress; recruiting desks use client prospecting until then.
Companies that match the clients you place into, the hiring evidence behind each one, the person who owns the hire, and a first message ready to review.
Conversations and job orders are tracked on the pipeline by hand; there is no reply inbox yet.
The same Scout → Chase pattern pointed at people: a role brief in, a researched shortlist out.
ScoutChase does not search for candidates, parse résumés or track applicants today. It is not an ATS and doesn’t replace one.
Scout researches. Chase prepares. You decide.
ScoutChase is in early access, and the recruiting Playbooks are being shaped around how real desks work. The public demo runs a client prospecting example on fictional data; a recruiting search follows the same steps.