Teach Aaron what great looks like, paste a job description, and wake up to interviews with qualified engineers on your calendar.
Fifteen minutes to set up. The goal: your first 5 candidate interviews.
Aaron reads it and lists the requirements it will search for, so you can correct them before anything runs.
Aaron searches public profiles and the open web, including engineers who aren't actively looking. Every result is a lead for you to review, not a recommendation.
Your reason is saved with each candidate, in your own words. The profiles you approve become the benchmark the next search is ranked against.
Aaron drafts a personal message based on each candidate's public work. You can review and edit it before sending.
A keyword filter can't tell a founding engineer from someone with the same stack. Your yeses and nos can, so each new search is ranked against the people you approved.
Every decision is saved with the reason you gave, so anyone on your team can see why a candidate moved forward or didn't.
Start by reviewing candidates and editing drafts. We're building an opt-in setting that will let Aaron send outreach on its own once you're happy with who it finds and what it writes.
Searches public profiles and the open web for engineers who fit the role, including people who are not actively looking.
Proposes a shortlist with a reason for each candidate, weighing real experience over keywords.
Drafts a personal message from each candidate's public work, for you to edit and approve.
Turn on automatic outreach when you're ready for Aaron to contact candidates who meet your criteria and book interviews with interested candidates.
Will turn your screening notes into a structured summary of fit, expectations and timelines.
Will keep stages, follow-ups and interview feedback in step with the tools your team uses.
Will map where the right engineers work and what the market pays, before a search starts.
Bring one engineering role you're hiring for. We set up your first search with you and show you how to review candidates and approve outreach. The aim from there is your first five candidate interviews.
Startups hiring software engineers, from recruiting teams to founders and engineering leads who run hiring themselves.
Aaron searches public professional profiles and the open web, including engineers who aren't actively looking. DenHire shows where each profile came from and what is still unverified, and you review every one.
Yes, that's what we're building. Start by reviewing candidates and editing Aaron's outreach as it learns your hiring bar. Once you're happy with who Aaron finds and what it writes, you'll be able to turn on automatic outreach so it can send messages without waiting for your approval each time.
Your reasons are saved with each candidate so your team can see why someone was advanced or passed. Only public skills go into a search query. Your written reasons are never sent to a search provider.
Sourcing, shortlists with reasons and editable outreach drafts are in early access. Automatic outreach and interview booking are planned, along with screening summaries, pipeline sync and market research. The demo and page previews use fictional data.
Tell us which engineer you're hiring. We'll email you to arrange a short call and set up your first search together.
Prefer email? l.ogun@denhire.online
