For recruiters & talent teams
Walk into every screen already knowing who’s across the table.
Type a candidate’s name and their company. Brief researches them across the open web in seconds — their background, what likely matters to them, the hooks that build rapport, and sharper questions to ask on the screen.
Brief is an AI research tool recruiters use to prepare for screening and intake calls. Type a candidate’s (or hiring manager’s) name and company, and it returns a structured briefing in seconds — their background, what likely matters to them, rapport hooks, and sharper questions to ask. It’s pre-call preparation that helps you run a better conversation; it isn’t a fit score and doesn’t make the hiring decision for you.
The pain
You’ve got minutes per candidate and a back-to-back day. The screen opens while you’re still scanning their title — and the candidate can tell when you haven’t read a thing.
“Reading a résumé usually doesn’t even take five minutes… if you’re interviewing people, then you have to prioritize and make time.”
How it’s done today: Today it’s a fast resume skim, a couple of LinkedIn tabs opened between calls, and an ad-hoc ChatGPT prompt — slow, inconsistent, and the first thing that gets dropped when the calendar is full.
By the numbers
7.4 seconds on a resume
Recruiters skim a resume for an average of 7.4 seconds (Ladders eye-tracking study, via HR Dive) — so the deeper context that builds rapport and sharpens a screen rarely gets read.
Source: Ladders / HR Dive, 2018 →62% reject without fully reading
In a 2026 survey of 1,004 HR professionals, Kickresume found 62% admit they’ve rejected a candidate without fully reading the CV — an opening for anyone who actually walks in prepared.
Source: Kickresume, 2026 →~15% higher InMail response
LinkedIn’s own data shows InMails sent individually get roughly 15% higher response than bulk sends (LinkedIn Talent Blog, 2022) — the same homework that wins a candidate’s or client’s attention.
Source: LinkedIn Talent Blog, 2022 →66% accept on a good experience
CareerPlug (2025) found 66% of candidates say a positive experience influenced their decision to accept an offer — and 36% have declined an offer after a negative interview interaction.
Source: CareerPlug, 2025 →73% want to be understood as individuals
Candidates, hiring managers, and clients alike increasingly expect to be understood as individuals, not handled with a generic script (Salesforce State of the Connected Customer, via Vision Point).
Source: Salesforce via Vision Point →How to use Brief as a recruiter
- 1
Type the candidate’s name and their company (or a hiring manager’s name before an intake call).
- 2
Get their background, what likely matters to them, rapport hooks, and sharper questions to ask on the call — every claim sourced.
- 3
Use it to walk into the screen already informed, build rapport in the first minute, and spend the call on substance instead of catching up.
Brief vs. doing it manually
A 7.4-second resume skim
A structured read of who they are
A few LinkedIn tabs in the Uber
Background, hooks, and questions in one place
Different prep for every candidate
The same fast, consistent prep every time
Hope you remember the right thing
Sourced notes you can verify
Why Brief is better
- →A fast, consistent read on every candidate — not just the ones you had time for.
- →Surfaces what to talk about and what to ask, so the first minute builds rapport.
- →One click, augments your judgment — it never auto-scores or decides a hire.
Straight answers
I can just skim their LinkedIn myself.
You can — but at 7.4 seconds per resume and back-to-back screens, you usually don’t. Brief does the cross-web pass in seconds and hands you the priorities, hooks, and questions already pulled together, not 12 tabs to read in the parking lot.
AI gets things wrong — I can’t walk in with bad facts.
Every brief is labeled AI-generated and may be inaccurate, cites its sources so you can verify in one click, and is built to inform your conversation, not replace your judgment.
Isn’t researching someone like this a privacy risk?
Brief only summarizes information already public on the open web — the same things you’d find yourself — and offers a no-login takedown for anyone who wants out. It’s preparation, not surveillance.
Frequently asked
How do I prepare for a candidate screening call?
Before a screen, get a quick read on the candidate’s background, what likely matters to them, and a couple of specific topics to open on — then build your questions from there. Brief assembles that from the open web in seconds, so you spend the call building rapport and probing substance instead of scanning their title live.
What should I research about a candidate before a screen?
Focus on job-relevant, public, professional signal: their experience, recent work or posts, and shared context that builds rapport — and the questions those raise. Avoid leaning on anything that isn’t relevant to the role. Brief surfaces the professional signal and the questions to ask, with sources.
How do I build rapport with a candidate quickly?
Reference something real and recent — a project, a talk, a shared background — and ask about it. Candidates can tell when you’ve actually prepared, and a positive experience swings 66% of acceptance decisions (CareerPlug, 2025). Brief hands you two or three rapport hooks per candidate so the first minute lands.
Can I use Brief to prep for intake calls with hiring managers?
Yes. Type the hiring manager’s or client’s name and company and Brief returns the same structured briefing — background, priorities, and smart questions — so you walk into the intake call informed and align on the role faster.
Other use cases
Your next screen is in the calendar.
Type a name. Walk into the call already knowing the room — your first brief’s free.
Brief your next candidate →