AI candidate sourcing from 850M+ profiles. Describe the role, Pin finds the people.
Search 850M+ profiles across multiple data providers in plain English. Skills-based matching, ranked shortlists in minutes — no Boolean strings, no copy-pasting between tools.
Matching on skills, experience, and fit — not keywords.
AI candidate sourcing uses machine learning to search across 850M+ profiles and rank candidates by how well they actually match the role. A "Software Engineer III" at one company and a "Senior Developer" at another read as the same person — something keyword search can't do.
- Misses "Applied Scientist" at Anthropic
- Misses "MTS, Model Serving" at Scale
- Returns 4,200 noisy matches
- Priya Raghavan · 96
- Marcus Okafor · 92
- Yuki Tanaka · 89
Six ways Pin reads a candidate a human would miss.
Boolean search operates on strings. Pin's AI reads careers — the shape of someone's trajectory, the companies they chose, the code they ship.
Stop writing queries that look like SQL.
The average LinkedIn Recruiter Boolean string is 180 characters and still misses the right people. Describe who you want instead.
Boolean strings
("machine learning engineer" OR "ML engineer" OR "applied scientist")
AND ("LLM" OR "large language model" OR "RAG" OR "retrieval augmented")
AND ("PyTorch" OR "JAX") NOT ("intern" OR "student")
AND (location:"New York" OR location:"NYC" OR remote) - Breaks when titles vary across companies
- Misses synonyms the query didn't anticipate
- Requires syntax expertise — new recruiters can't ramp
Natural language
- Reads intent, not exact strings
- Surfaces candidates Boolean would silently skip
- Anyone on the team can run a search
AI Sourcing vs traditional recruiter sourcing tools.
Traditional sourcing is linear — one sourcer, one platform, one query at a time. Pin parallelizes it.
One query. Every data source worth using.
LinkedIn Recruiter limits you to one platform. Pin searches across multiple data providers simultaneously — then deduplicates and ranks by fit.
of Pin-shortlisted candidates are approved by hiring managers — nearly double the industry average.
Recruiters who switched to AI sourcing
Read the full story on G2.
"Pin has supercharged our sourcing."
Nick Patrick
CEO & Co-founder at Radar
"It finds candidates that don't appear on L*nkedIn Recruiter."
Ryan Levy
Managing Partner at Cruit Group
"The speed and accuracy were unmatched."
Fahad Hassan
CEO & Co-founder at Range
Candidate data handled like candidate data should be.
Encrypted at rest and in transit. SOC 2 Type 2 audited. Access controls enforced at the client level. The heavy lifting is done so you don't have to think about it.
Simple pricing. Start free. Cancel anytime.
- Single seat · solo recruiters
- Unlimited job positions
- 500 contact lookup credits
- AI sourcing & agents included
- Multi-channel outreach sequences
- AI sourcing & agents included
- 500 credits per seat / month
- Team collaboration & shared inbox
- Email + LinkedIn + SMS sequences
- Advanced agent sourcing
- Everything in Professional
- 1,500 credits per seat / month
- Premium ATS integrations
- SOC 2 compliance docs
- Priority support & onboarding
How does AI candidate sourcing differ from Boolean search?
Boolean search requires you to construct exact keyword strings and manually combine operators. Pin's AI sourcing lets you describe your ideal candidate in plain English. The skills-based hiring AI interprets intent, evaluates candidates on skills and experience rather than keyword matches, and surfaces candidates that Boolean search misses — especially for niche roles where titles vary across companies.
Why is Pin better than other AI sourcing tools?
Most AI sourcing tools search a single database or require complex Boolean strings. Pin searches 850M+ profiles across dozens of data providers in one query, ranks candidates by actual skills and fit, and feeds results directly into outreach and scheduling. It replaces your sourcing tool, your contact finder, and your outreach platform in one product.
What is skills-based hiring AI?
Skills-based hiring AI evaluates candidates on demonstrated skills and experience patterns rather than job title keywords. A candidate titled 'Software Engineer III' at one company and 'Senior Developer' at another are correctly identified as equivalent — something keyword-based recruiter sourcing tools miss entirely.
Can Pin help source passive candidates?
Yes. The majority of candidates in Pin's 850M+ profile database are passive — they aren't actively job searching. Pin's AI candidate sourcing identifies passive talent based on skills and experience, then automated outreach engages them with personalized messages across email and LinkedIn before they ever hit a job board.
How does AI sourcing work for recruiting agencies?
Agencies use Pin to run AI candidate sourcing across multiple clients simultaneously. Each client gets a separate pipeline with dedicated searches and outreach campaigns. Recruiters report cutting sourcing time by 80% and doubling placements — the AI handles top-of-funnel while you focus on client relationships and closing.
hiring game?
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