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The AI Co-pilot explained

An in-project assistant that screens and qualifies candidates against criteria you set, working like a junior recruiter you instruct in plain language.

Explainer

The Co-pilot is the feature most clients ask about first after their demo. It’s also the one that changes how the day-to-day feels: less profile-reading, more decision-making.

Why it matters

Sourcing produces a long list. Qualifying it is the slow part. Even with great filters, you still read each profile and decide whether it’s worth contacting.

The AI Co-pilot takes that off your hands. Ask a question in plain English (“Has this candidate worked in consultancy for at least five years?”). It reads the profile, makes a judgment, and adds the answer as a new column with a one-sentence explanation.

It doesn’t replace your judgment. It makes the obvious calls so you can spend your time on the borderline ones.

How it works

The Co-pilot lives inside Projects. Two ways to use it.

Presets

One-click columns for common signals like:

  • Career summary
  • Open to work
  • Likely to switch
  • Job hop risk
  • Key skills

Custom Intelligence Columns

Type any instruction and the Co-pilot creates a column answering it for every profile. “Is the candidate freelancing?” “Fluent Dutch and French?” “Managed teams of 10+?”

Some instructions filter the existing view. Others create a new column with yes / no / unclear answers plus reasoning. The Co-pilot tells you which it’s doing and confirms before creating columns.

Custom AI Columns per project depend on plan: Explorer 1, Hunter 3, Strategist 5, Oracle unlimited.

When to reach for the Co-pilot instead of filters

Some criteria look like filter work but produce bad results when forced into a structured filter. The Co-pilot handles them better because it reads the full profile and reasons about it.

  • Languages. Candidates don’t always list every language they speak, especially their native one. A Flemish recruit in Antwerp might have nothing under languages. The Co-pilot infers language from bio language, location, company names, and other signals.
  • Role-specific tenure. The Years of Experience filter counts total career years. If you need “5+ years specifically in fintech” or “3 years at their current company”, ask the Co-pilot. It reads the work history and judges per role.
  • Domain or subject-matter fit. “Has worked at a subscription business” or “has scaled a B2B SaaS marketing function” can’t be filtered for. The Co-pilot can read company descriptions and role context to assess it.
  • Combined criteria. “Senior digital marketer with both e-commerce and SaaS experience who also led a team of 5+” is one Co-pilot instruction. As filters, it’s three or four overlapping criteria that often return zero results.

The pattern: filter broad to get the list (250-400 profiles is a healthy size), then qualify with the Co-pilot to shortlist.

Common misconceptions

It doesn’t make hiring decisions. It surfaces signals. The decision stays with you.

It doesn’t cost credits. Co-pilot work is plan-gated, not credit-gated. Credits are spent only when contact info is revealed and found.

It only works inside a project. To use it, save the relevant candidates to a project first.

It can’t research the open web yet. Today the Co-pilot assesses profile data in your project. Company-level research (funding, news) is on the roadmap. What it does now, it does fast and at scale.

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