A team member, not an app. Six capabilities, one queue — for trades, logistics, production and care across the DACH region.
Brief one role. No sourcing, no scheduling, no endless threads. Hand the queue to hirinq — named shortlists by tomorrow, all the way to signed offer.
Not an app you click through. Brief it Monday, review Wednesday, tweak Friday. The queue runs in between.
hirinq asks what a sharp recruiter asks on day one — which certs and licences are non-negotiable, which shifts to cover, how far from the site. Drop in a job ad, a shift plan, a photo of the workshop. It reads the lot.
Your agent drafts outreach for the talents it wants to contact. Skim, thumbs up or down, one line of feedback. No spreadsheets, no job-board trawling, no "quick syncs."
A set of dials you can explain to your site manager. Nudge one, the next shortlist reflects it. No re-brief, no re-launch.
The right talents get a message where they actually are. Your agent introduces itself, clears the key questions and proposes times — in your voice. Every message is AI-drafted and approved by you.
That's the whole job — brief, review, tighten. Sourcing, outreach, screening and silver-medal nurture run in the background.
hirinq works every column — sourced, contacted, interviewing, offered. You decide who moves forward.
hirinq reads each talent's real signals — certs, licences, the jobs they've run, how far they are from the site — and writes to what they care about. Tested and tuned for higher reply rates.
Hi Martin,
Your Meister certificate and the heat-pump retrofits you've led around Leipzig are exactly the profile we're short on. We're a 40-person Handwerksbetrieb taking on more work than we can currently staff.
We're hiring an early-shift lead for our SHK team — permanent, about 15 minutes from your area, with the van and tools sorted. Worth a short call this week to see if it fits?
— drafted by hirinq · approved by S. Bauer
Every talent arrives with a two-line summary and an explainable score — skills, certs, experience, availability, offer-accept odds. Trust the score, drill into the evidence when a name earns it.
Every silver-medal talent keeps hearing from you — check-ins, role alerts, market updates in your voice. When the next role opens, your first call is a warm one.
EU AI Act. GDPR. AGG. BetrVG. Every decision logged, every shortlist audited for demographic drift, every works-council export ready on day one. Built for DACH, comfortable anywhere.
Based on projections.
Built for regulated hiring — human oversight, explainable scoring, and data that stays where your works council says it must.
High-risk AI controls: human oversight, risk-management system, data governance, post-market monitoring. Mapped end to end.
Lawful basis logged per talent. EU data residency (Frankfurt, Amsterdam). Right-to-explanation ready under Art. 22.
Works-council-grade exports, traceability, and co-determination scope documented. No surprise in the next Betriebsrat review.
Every shortlist checked for demographic drift against the protected classes in the Allgemeines Gleichbehandlungsgesetz. Reports on demand.
No hidden costs. You pay when you hire, not per seat or per job ad. No setup fees, no usage fees, no add-ons. Tell us which roles you need to fill over the long run — and we'll put together a plan that fits.
Best fit for small and mid-sized businesses.
For scaling teams and specialised roles.
Special plans for non-profits, early-stage startups, and public-sector employers. Talk to us →
Every plan includes the compliance vault, EU data residency, and bias-audited shortlists. Tell us about your roles →
OTP v0.2 talent profiles declare a disclosure tier — metadata, profile, or deep. The exchange screens on metadata first and only requests higher tiers for promising matches, so 80% of matching runs on the cheapest model tier. The cost advantage compounds the more roles you open.
Based on projections.
Your ATS stays the source of truth. hirinq syncs both ways — Workday, Personio, Greenhouse, Ashby, Teamtailor, BambooHR, Recruitee, SmartRecruiters, softgarden, Workable, Join. Every talent record carries its full evidence trail.
Yes. Talent screening for employment is Annex III high-risk. hirinq is built to Art. 9–15 out of the box — risk management, data governance, human oversight, technical documentation, record-keeping.
By default, Frankfurt. Customers in regulated sectors can pin residency to Amsterdam or a dedicated instance. No data leaves the EU without your express written consent.
BetrVG §87 Abs. 1 Nr. 6 applies. hirinq ships a works-council dossier, co-determination scope documentation, and configurable limits that the Betriebsrat can sign off on before the first talent is scored.
Workday, Personio, Greenhouse, Ashby, Teamtailor, BambooHR, Recruitee, SmartRecruiters, softgarden, Workable, Join. Two-way sync. Your ATS is always the source of truth.
Nothing — you run the show. hirinq handles the tedious parts, not the human ones. Final shortlist, interview, offer conversation: all yours.
AI recruiters send more outreach. hirinq sends less — bilateral matching filters out mismatches before a human writes the message. We're infrastructure (OTP, OJP, compliance vault), not a sourcing service. Your agent talks to theirs; humans meet only once both sides agree — and we only send messages that mean it.
Six weeks, two job families, success criteria agreed in writing up front. If we don't beat your baseline on time-to-first-interview and shortlist quality, you owe nothing.
Pay only when you hire. Your data in the EU, your compliance vault from day one.
hirinq is new infrastructure, not another job board. Here's the language — and what it means for your team.
An AI agent that acts on behalf of one party. Employer-side agents screen and negotiate; talent-side agents search and evaluate fit. Both operate within boundaries, surface decisions to a human.
Both sides evaluate against structured criteria; both sides must accept. Distinct from one-way screening. Eliminates most mismatched applications before a human reads them.
An immutable log of every automated decision — what was evaluated, rejected, on what grounds, when. Satisfies EU AI Act Article 12 record-keeping as a byproduct of matching.
Open, MIT-licensed specs (OTP and OJP) for representing talent and jobs as structured, portable data. Any ATS or hiring tool can adopt without permission.