Describe who you're looking for

In Sourcing, you describe who you want to hire. Emoti turns the description into criteria, ranks the talent pool against them and shows its evidence for every match. There's no boolean string to write.

Describe or Filters

With People selected, choose how to search:

• Describe: write the brief in plain words, the way you'd brief a sourcer. As you type, "Emoti reads this as" shows the criteria it has picked up. Choose Find people, or press Cmd+Enter or Ctrl+Enter.
• Filters: choose a discipline, seniority, location, minimum years, skills (separated by commas) and an industry. Emoti builds the same kind of brief from your choices, so both ways end in the same criteria you can edit.

Either way, use the role menu to attach the search to a role, or leave it as "Not for a specific role". Every search is saved under Searches on the Sourcing page, with its role, best match, shortlist count and when it was made.

The criteria Emoti reads

A search becomes a row of criteria at the top of the results: the role and seniority, location, years of experience, skills, industry, and other signals such as having led a team. Each one is either:

• Must have, shown as a filled chip. Missing a must-have caps someone's score, so they can't rank as a strong fit.
• Nice to have, shown as an outlined chip. It raises the score when it's met. Missing it lowers the score a little but doesn't cap it.

The role, a stated location and minimum years usually start as must-haves, and skills and industry as nice to have. Must-haves count double. Partly meeting a must-have keeps someone's score below 75, and missing one keeps it below 55. A line under the criteria says whether the AI model or Emoti's built-in rules read them.

Edit the criteria

• Choose a criterion to switch Must have on or off, or to remove it.
• Choose Add to add one, for example "Kubernetes", "8+ years" or "Berlin".
• Choose Edit brief to rewrite the description, then Rebuild criteria. Your shortlist decisions are kept.

The results re-rank as soon as the criteria change.

Tips for criteria that work

• Keep must-haves to the few things you'd turn someone down for. Each extra one shrinks the list.
• Watch Who meets each criterion beside the results. It shows what share of the talent pool meets each criterion, and suggests making a must-have nice to have when few people meet it.
• Name skills the way people write them on profiles, such as "PyTorch" or "design systems".
• Say "remote" if the role is remote. A city on its own usually becomes a location must-have.
• If nobody is left to review, loosen a criterion rather than starting again.

More in Writing a brief that finds the right people.

Four ways to search

• People: find candidates from a brief or filters.
• Look-alikes: find people similar to someone you'd hire again.
• Market map: see who works where, by company, for a discipline and region.
• Talent pools: the people you've shortlisted, grouped by role.

When to use each one: Look-alikes, market maps and talent pools. To read the results, see Reading the fit strip and Reviewing matches.