How it works

One search, from brief to decision.

Follow one illustrative search step by step: a Head of Finance for a mid-sized medical-device maker near Munich. The candidates are synthetic. The sequence is the one your team runs.

See it on one of your roles Start at step 1
New search · Head of Finance, medtech
Head of Finance for a medical-device maker near Munich. Must have run finance through a product launch.
Understood. Which companies should I read first, and what is negotiable?
Target companiesRegionsMust-haves
Mid-sized medtech and diagnostics. Relocation is fine. Budget up to €150k.
This is the market we agreed:
Medtech and diagnosticsMunich, plus relocationLed finance through a launchUp to €150k
Reading the market in context
S. W., Finance DirectorLaunch finance at a diagnostics companyOn target
J. B., Head of ControllingBuilt the finance function for a device launchStep-up
A. R., CFO at a smaller medtechRuns finance end to end, salary likely above budgetAbove target

Illustrative example, synthetic data

Step 1

The brief, in a conversation.

You upload the job description and talk it through with the ama agent, the way you would with an experienced research colleague: target companies, regions, must-have criteria, and what is negotiable.

Bring the consultant and the researcher who know the mandate. Most calibration problems start with information lost between the two.

We need a Head of Finance near Munich. A launch in the next 18 months, so launch experience matters most.
Which companies count as the target market? And is the location fixed, or can candidates relocate?
Mid-sized medtech and diagnostics. Relocation is fine if they have moved before.
Noted. Anything to exclude, such as current clients or founders?

Step 2

The market boundary.

You see the market you just defined: geography, eligibility, target companies, inclusion and exclusion rules.

It stays visible for the whole search, so you can show the client exactly what was covered, and what was out of scope.

GeographyMunich area, plus candidates who have relocated before
CompaniesMid-sized medtech and diagnostics
Must-havesLed finance through a product launch
BudgetUp to €150k
ExcludedEmployees of current clients, founders and owners
SourcesPublic professional profiles, and your own database with implementation

Illustrative example, synthetic data.

Step 3

The Talent Market Map.

ama reads every profile inside the boundary: careers in context, not keywords. The research weeks behind every search, done in 30 minutes, with the reasoning attached. That is 10,000+ profiles assessed in depth per search.

Talent Market MapHead of Finance · medtech and diagnostics · Munich area
Step-up
J. B. Head of ControllingBuilt the finance function for a device launch
L. N. Finance ManagerRan launch budgets, no team lead title yet
T. K. Senior ControllerDiagnostics, strong on cost planning
On target
S. W. Finance DirectorLaunch finance at a diagnostics company
M. K. Finance DirectorProduct launch and a systems change
P. D. Head of FinanceAdjacent sector: lab equipment, same scale
Above target
A. R. CFO, smaller medtechRuns finance end to end, salary likely above budget
C. H. VP FinanceLarger company, would be a step down in scope
R. S. CFO, diagnosticsBoard experience, relocated twice before

Illustrative example, synthetic data.

Step 4

One candidate, in depth.

The profile says "Finance Director". ama reads the career.

Open any name to see why it is there: the qualification, the Attractability estimate, the salary range and the seniority match. Each comes with its evidence, its gaps and how sure ama is. Disagree, and your reason stays with the profile.

M. K., Finance Director
Mid-sized medical-device maker
On target
Example, synthetic data
VerdictStrong fit. Led a finance team through a product launch and a systems change.
EvidenceLaunch scope in two consecutive roles. The company was in its growth stage at the time.
GapNo board reporting on record.
Your consultant can overrule any lens. The reason stays with the profile.

Step 5

Change one requirement, watch the pool move.

When the combination does not exist, you see it before weeks go into it. Loosen or tighten a requirement with the client on the call, and the pool and the ranking move with it.

97 profiles fit every requirement
  • S. W., Finance DirectorOn target
  • P. D., Head of FinanceOn target
  • A. R., CFO, smaller medtechAbove target
  • J. B., Head of ControllingStep-up
  • T. K., Senior ControllerStep-up

Illustrative example, synthetic data. The numbers show the mechanism, not a market.

Step 6

Don't pitch a vacancy. Show why the opportunity matters to that person.

ama drafts each message from the candidate's own career. Your consultant edits tone and facts, chooses the language and the form of address, and decides what gets sent, from their own account.

To S. W. · drafted from the career, not from the job ad · Example, synthetic data

Your consultant sends it, or not. Replies land with your team.

Step 7

The handoff, into your system.

Nothing is retyped. One identity per candidate across ama, your CRM and LinkedIn Recruiter.

ama writes

  • Mapped companies
  • Assessed candidates and their reasoning
  • Lens results
  • Outreach status and replies

Your system sends back

  • Stages and notes
  • Off-limits rules
  • Client feedback
  • Interview outcomes

ama works on top of the customer's system of record and syncs both ways with the named systems: SAP SuccessFactors, SAP HCM, Avature, Workday, Talentsoft, Talentrecruiter, Personio, Rexx, Ashby, SilkRoad and LinkedIn Recruiter. A system that is not on the list is built during implementation for accounts of sufficient size. The scope is recorded per customer. See the systems

Step 8

Every hard role ends in a decision: hired, brief changed, or stopped.

Hired

Brief changed

Stopped

Autopilot

The same search, with ama running the outreach.

Forward the role: ama handles outreach; you take over when candidates respond.

Use it for the roles you would otherwise park. The consultant owns every conversation from the first reply.

  1. Forward the roleA role or a job ad, as it arrives from the client.
  2. ama handles outreachSearch, assessment and messages, with the rules you set.
  3. You take overWhen candidates respond, the conversation is yours.

Five boundaries we keep.

They hold on every search, whoever runs it.

  • ama does not make the hiring decision.
  • ama does not replace relationships, interviews, or client trust.
  • "Entire market" and "never miss" are bound to the jointly defined addressable market.
  • Every ranking stays inspectable and challengeable.
  • ama works on top of your system of record, and never demands its replacement.

See it on one of your roles.

One free role, run end to end with the ama team. The offer with our prices arrives with it.

Start with one free role

About 20 minutes of calibration, and feedback on the first ten profiles.