Hiring from your phone. Brief on WhatsApp, get the few talents most likely to join — and open the full platform whenever you need it. For trades, logistics, production and care across DACH.
Brief one role from your phone. No sourcing, no scheduling, no endless threads. hirinq sends a short list of named talents to your WhatsApp by tomorrow — all the way to signed offer.
It runs on your phone. Brief it Monday, review Wednesday, tweak Friday — all in WhatsApp. The full platform is there when you want the bigger picture.
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. Send a job ad, a shift plan or a photo of the workshop straight from your phone. It reads the lot.
A handful of talents lands on your phone, most likely to hire first. Skim, thumbs up or down, one line of feedback. No spreadsheets, no job-board trawling, no "quick syncs."
Say it in a reply — or open the platform for the full set of dials. 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, from your phone. Sourcing, outreach, screening and silver-medal nurture run in the background.
Day to day, your phone is enough. When you want the overview — every role, every conversation, exports, ATS sync — open the platform in your browser. Same queue, same talents.
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. On WhatsApp, where they actually read it. 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
Only the talents most likely to join — each with a two-line summary and an explainable score that fits on a phone screen: skills, certs, experience, availability. Drill into the evidence in the platform 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.
Ethnic origin, gender, religion, disability, age and sexual identity are technically excluded from matching. The hiring decision stays with a person on your team.
You only pay when a hire stays. No subscription, no setup fee, no hidden costs.
Best fit for small and mid-sized businesses.
of fixed annual gross salary
For scaling teams and specialised roles.
of fixed annual gross salary
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 matching without protected characteristics. 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.
No. Briefing, shortlists, feedback and talent conversations all run on your phone via WhatsApp. The full web platform — pipeline, exports, ATS sync — is included and there whenever you want it.
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.
Only when three things are true: the talent agreed to be introduced to you, you sign a contract within 12 months of that introduction, and they're still with you 90 days after their start date. If they leave earlier or never start, there's no fee. The fee is 10% of the fixed annual gross salary — for hourly pay, hourly rate × weekly hours × 52.
An anonymous profile: qualifications, experience, skills, region, availability, salary range and why they matched your role. No name, photo, contact details or CV until the talent says yes. Browsing profiles costs nothing.
No fee if they were already in an active application process with you in the 6 months before the introduction — say, they applied for a comparable role. Flag them in the platform within 10 working days and attach proof, such as the application receipt.
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.
Start from your phone, pay only when a hire stays. 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.