Why every recruiting tool is built for recruiters - and why that's the problem

After spending over a decade in the recruiting industry, I've noticed something strange: every single recruiting tool on the market is built for professional recruiters. LinkedIn Recruiter, Greenhouse, Lever, Workday - they're all designed with recruiters in mind, packed with features that require recruiting expertise to use effectively. But here's the problem: recruiters aren't the ones who feel hiring pain the most. Hiring managers are. They're the ones watching their teams burn out while waiting weeks for a candidate pipeline. They're the ones who know exactly who they need to hire but can't do anything about it. Yet somehow, the entire recruiting software industry has ignored them completely. That's why we built Jobz - the first recruiting platform designed specifically for hiring managers, not recruiters.

The typical hiring process is broken, and hiring managers bear the brunt of it. When a manager realizes they need to fill a role, they describe their requirements to a recruiter and then... wait. Two weeks pass before they see the first batch of candidates. Half of those candidates don't match what they asked for. They request more candidates and wait another week. Meanwhile, their team is drowning, deadlines are slipping, and the best candidates in the market are accepting offers from faster-moving companies. Hiring managers tell me they think "I could probably find these people faster myself," but they don't have access to recruiting tools—those are locked behind $10,000/year LinkedIn Recruiter licenses and require expertise they don't have. So they wait, frustrated and helpless, while their recruiting needs remain unmet. This waiting period between "we need someone" and "here are candidates" is killing companies, yet no recruiting platform has tried to solve it for the people who actually feel the pain.

Traditional recruiting software assumes you're a professional recruiter who knows boolean search strings, understands ATS workflows, and can navigate complex filtering systems. Tools like LinkedIn Recruiter offer 47 different filters and require training to use effectively. Applicant tracking systems are built for managing hundreds of candidates across dozens of roles—overkill for a hiring manager who just needs to fill one position on their team. Even newer AI-powered recruiting tools market themselves to talent acquisition teams and recruiting agencies. The entire category has decided that "recruiting software" means "software for people whose job title is recruiter." But this ignores a massive market: the millions of hiring managers, department heads, startup founders, and team leads who need to hire people but don't want to become recruiting experts. These are people who know their domain deeply, understand exactly what skills and experience they need, and could identify great candidates if only they had access to the right tools.

What hiring managers actually need is radically different from what recruiters need. Recruiters need to manage multiple roles simultaneously, track candidate pipelines, schedule interviews, and generate reports. Hiring managers need one thing: to stop waiting for candidates. They need a tool that lets them describe who they're looking for in plain English—"I need a senior React developer in Austin with experience scaling applications"—and get a ranked list of candidates in minutes, not weeks. They don't need to learn recruiting jargon or master complex software. They just need speed and simplicity. That's why we built Jobz with an AI-powered chatbot that searches 800 million professional profiles and delivers a shortlist in about five minutes. No recruiting expertise required. No expensive software licenses. No waiting. Hiring managers can kickstart their search immediately, review candidates with AI-powered match scores, and export a list to hand off to their recruiter—or reach out to candidates directly if they don't have recruiting support. It's recruiting software built for the way hiring managers actually work, not the way recruiters work.

This isn't about replacing recruiters—it's about eliminating the wait and letting everyone do what they're best at. When hiring managers use Jobz to build an initial candidate pipeline, recruiters get a head start. Instead of spending ten hours searching LinkedIn to build a list from scratch, recruiters receive a pre-vetted shortlist and can immediately focus on what they're actually good at: engaging candidates, selling the opportunity, managing interviews, and closing offers. The result is faster hiring, better collaboration between managers and recruiters, and higher quality outcomes. We've seen passive candidates respond to Jobz-powered outreach at 65% rates compared to the industry average of 5-10%. Companies are cutting their time-to-hire in half. Most importantly, hiring managers finally have control over the first step of the hiring process instead of sitting helplessly while their teams suffer. The recruiting industry has spent decades building tools for recruiters while ignoring the people who feel hiring pain most acutely. It's time that changed. Hiring managers deserve their own recruiting platform—and now they have one.