How long has your hardest role been open?
ama reads the market for that role, inside the boundary you set with the hiring manager. You see who is there, what the market pays, and which requirement narrows the pool. Then your team decides.
"The market" means the companies, regions and must-haves you agree with us. ama works inside that boundary.
A shortlist, or proof the brief must change.
Both are good outcomes. The one to avoid is months spent on a brief the market has already answered.
Win one
A path to a shortlist.
Candidates who fit the role as agreed, each with the reasoning attached, ready for your recruiters to call. Adjacent industries and unfamiliar employers are on the map, because ama reads careers in context.
Win two
Evidence that the brief must change.
When the combination does not exist at the budget or in the region, you see it early, with evidence the hiring manager can accept. Change one requirement with them on the call, and watch the pool move.
Every hard role ends in a decision: hired, brief changed, or stopped.
What changes in your team's week.
- Recruiter weeks come back as judgment. Your recruiters stop spending Friday afternoon reading profiles. ama does the reading; your team keeps the calls, the hiring-manager loop and the decision.
- Salary reality before the search. Know what the market pays for this role before you post it at a number nobody will take.
- Never approach the same person twice. Know who was already contacted for this role, by whom, and what they said. One identity per candidate across ama and your system of record.
- Your own applicants first. The people you already have, ranked against this role before you look outside. Available with implementation.
The market for your role, with salary reality.
The research weeks behind every search, done in 30 minutes, with the reasoning attached.
Salary fit: ama estimates current compensation as a range from role, experience, company, location and market signals, or uses a current candidate-disclosed range where available, then compares it with the role's target range. Your recruiter brings the hiring manager a number instead of an argument, and the budget conversation happens before the posting goes live.
Illustrative example, synthetic data. Ranges are estimates, never exact salaries.
Where your team decides.
ama does the reading and shows its reasoning. The decisions stay with TA and the hiring manager.
IT, the DPO and the works council see it early.
Governance is answered early and in writing, so the decision does not stall in someone else's process.
Read the trust summary- EU hosting, and GDPR-compliant processing.
- Customer and candidate data are not used to train models.
- Human oversight and governance designed for EU AI Act compliance.
- The review documents go to your DPO on request, with a named owner for every open question.
No second system.
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.
Is your team a fit?
A good fit
- Your team already sources, however small the practice is.
- A named sourcing owner with the time and authority to review and act.
- At least one live hard-to-fill role that inbound has not solved.
- A hiring manager willing to calibrate on evidence.
Not a fit yet
- Recruiting with no owner for active sourcing and follow-through.
- Teams that want a one-off list with nobody to review it.
- A business case built on cutting headcount rather than on better hiring.
- A market that is thin on professional profile data. We check coverage before the free role starts.
Questions from TA teams.
Does ama make hiring decisions?
No. ama does not make the hiring decision. It reads the market and shows its reasoning; your team and the hiring manager decide.
Will our works council accept this?
We cannot speak for your works council. We can give them a clear explanation of the intended use, the data and the human decision points, in writing, before anyone asks for agreement.
Do we need a large sourcing team?
No. You need an active sourcing practice, however small, a named sourcing owner, and one hard role that inbound has not solved.
How do we show the hiring manager the market?
With the Talent Market Map: target companies, every relevant profile assessed, salary reality, and the reasoning for each recommendation. Change a requirement with them on the call and the pool updates.
What does it cost?
The offer with our prices arrives together with your free role, so you know the price before you see the result.
What happens to candidate data?
External discovery uses public data only. Processing is GDPR-compliant and hosted in the EU, and customer and candidate data are not used to train models.
Start with your hardest role.
One free role, run end to end with the ama team. The price arrives with it. Twenty minutes of calibration and feedback on ten profiles is the whole ask.
No change to your system of record during the free role.