A team member, not an app. Six capabilities, one queue. Built on the open Talent and Job protocols (OTP / OJP) so your data stays portable, your ATS stays the source of truth, and your agent can negotiate with theirs.
Brief a role right from your desk. No sourcing, no scheduling, no endless threads. Hand the queue to hirinq and get named shortlists by tomorrow — all the way to signed offer, without the busywork.
Not a product you click through. A conversation you have on Monday, a review you do on Wednesday, a tweak you make on Friday. The queue runs in between.
hirinq asks the questions a great sourcer would ask on kickoff — what does "senior" mean on your team, which trade-offs are you willing to make, who's the role replacing. Drop in a JD, an org chart, a Loom, last quarter's OKRs.
Your agent drafts outreach on talents it wants to contact. You skim, give a thumbs, write one line of feedback. That's it — no spreadsheet, no Boolean search, no "quick syncs."
One set of dials you can actually explain to your head of engineering. Nudge something, the next shortlist reflects it — no re-brief, no re-launch.
That's the whole job — brief, review, tighten. Everything else (sourcing, outreach, screening, silver-medal nurture) happens in the background.
hirinq keeps each column moving: sourced, contacted, interviewing, offered. You decide who moves forward.
hirinq reads each talent's real work — talks, repos, papers, patents — and writes to what they actually care about. Refined and tested outreach generation to increase reply rates.
Hi Lina,
I watched your RustConf '25 talk on lock-free arenas over the weekend — the bit on cache-line padding for shared queues was the clearest treatment I've seen. It's exactly the thinking we'd want on our trading-core team.
We're hiring a Staff Engineer in Berlin for the next generation of that system. Worth a 25-minute call this week to see if the problem lights you up?
— drafted by hirinq · approved by Sofie B.
Every talent arrives with a two-line human summary up top and an explainable score beside it — technical fit, trajectory, intent, offer-accept likelihood. Read the summaries, trust the scores, and only drill into the evidence when a name earns your attention.
Every silver-medal talent keeps hearing from you — thoughtful check-ins, role alerts, and market updates drafted in your voice, sent when they're relevant. When the next req 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.
hirinq is built for regulated hiring — clear human oversight, explainable scoring, and data that never leaves the jurisdictions your works council says it shouldn't.
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.
Flat fee plus outcome-based pricing. No setup or usage fees, no per-seat nonsense. No add-ons.
Best for occasional hires and startups.
Plan ahead and source across multiple roles.
Built for scaling teams.
Special plans for non-profits, early-stage startups, and public-sector employers. Talk to us →
Based on an €85,000 salaried role, single hire in the quarter.
Your first hire pays for the quarter. Your second pays for the year.
Employer tooling (ATS, payroll, compliance) runs across all channels and is excluded from this comparison. Job-ad and sourcing-license spend shrinks as the ADNX network scales — early adopters compound the savings. Matching platform pricing reflects typical subscription-tier economics across the category.
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 with Workday, Personio, Greenhouse, Ashby, Teamtailor, BambooHR, Recruitee, SmartRecruiters, softgarden, Workable, and 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 — the recruiter runs the desk. hirinq handles the parts that are tedious, not the parts that are human. Final shortlist, interview, offer conversation: all yours.
AI recruiters send more outreach. hirinq sends less — because bilateral matching filters out mismatches before a human writes the message. We utilize infrastructure (OTP, OJP, compliance vault), not a sourcing service. Your agent speaks to their agent; humans meet only when both sides agreed — and we only send messages with intent.
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.
Free to start. Pay only when you hire. Your data in the EU, your compliance vault from day one.
hirinq is new infrastructure, not a new job board. Here's the language we use — 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.