Every layer of recruiting, automated.
Your recruiters just close.
Sourcing, outreach and ranking made so easy your recruiters close roles as fast as they come in. Built healthcare-first on 7.37M US clinicians, and it runs any desk you point it at.
One workspace. Every weapon.
Read the market before you take the role.
Name the role, the place and the pay. Kandi reads the NPI registry, the boards and pay data live, and hands you the report in about a minute.
- Fill difficulty scored 0 to 100, with the levers that move it
- Clinician supply by specialty, state and radius, plus pay and days-to-fill
- A public report link, revocable any time
Kandi · Market CheckSource everywhere with one click.
Kandi reads the job description and the scorecard, then searches your database, your ATS, the clinician Talent Graph and every external source on its own. There is no query to write.
- One button, no search string to build
- Runs off the job description and scorecard
- Every source at once, ranked by fit
Kandi · Talent searchEvery candidate, scored and ranked.
Every job gets its own scorecard: licence, specialty, setting, or whatever the role turns on. Kandi scores the whole pipeline against it, and you tune the scorecard whenever the role shifts.
- A scorecard per job, yours to tune
- Must-haves and nice-to-haves, weighted by you
- Every candidate scored against it, reasoning shown
Kandi · RankingPersonalised email that fetches better replies.
Multi-step sequences personalised per candidate, with automatic reply detection and smart follow-ups.
- Personalised per candidate, not mail-merged
- Automatic reply detection
- Smart, timed follow-ups
Kandi · EmailVoice calls that screen for you.
Branded AI voice outreach on your schedule: every call recorded, transcribed, summarised and logged.
- Recorded, transcribed, summarised
- Outcome and next step on every call
- Keen candidates transfer live to your desk
Kandi · AI callsThe close is the easy part.
Time burned on outbound
Hired to close, stuck dialing cold contacts.
Scaling means hiring sourcers
12 weeks of ramp plus $80–120K loaded.
Slow follow-ups lose people
A 9pm reply won't wait a day. The engine answers in seconds.
Also in the engine
Talent Graph
7.37M US clinicians, searchable by specialty, state and radius
- 1LoadThe registry reloads monthly, behind guards that reject a bad file.
- 2JoinCMS employment edges tie clinicians to employer groups.
- 3FilterSpecialty, state, city, radius and licence states.
- 4ScreenOIG-excluded providers removed inside the search itself.
Client Portal
The pipeline live on your client's screen, decisions in writing
- 1Share a jobDeliberate and per job. Never a default.
- 2They watchEight stages, live. Identity hidden until they accept.
- 3They decideAccept or reject, with a written reason required.
- 4On the recordEvery decision logged with who and when.
Start with a one-month pilot.
Try the engine on two real roles. Continue, and the pilot fee counts toward Month 1.
The one-month pilot
1 MONTH · 2 ROLES · 400 ENGAGEMENTS- Two real roles from your desk
- 400 candidate engagements
- Workspace and onboarding included
- Midpoint review with our team
The fee credits 100% toward Month 1.
Start the pilotMeasured against the industry,
not our own marketing.
Live rates from roles on the engine, against published benchmarks. The roles behind them are in the case studies.
2.1× the industry average of 3%
1.3× the B2B average of 2.3%
4× the industry average of 5–6%
Built for the way
you hire.
- Unlimited jobs and users from day one
- One apply link per role, share it anywhere
- AI ranking on every applicant
- Upgrade only on the roles that hurt
- The engine sources and screens; your recruiters close
- 200+ roles delivered by one desk
- Compliant AI voice, transcripts kept
- Pilot on two real roles from your book
- A Talent Graph: any specialization, any state
- Verified experience and direct contacts
- The hire delivered end-to-end, flat 15%
- Physicians, nursing, allied health
Autonomous, not unsupervised.
Approval cards
Work that emails a candidate or spends money comes back as a card first: approve, edit, or reject.
See it before it sends
Rendered previews before a campaign schedules; held messages wait for your decision.
Compliant by design
Org-wide opt-outs enforced before drafting, calling windows in the candidate's timezone, and a policy that refuses AI calls to vendor-bought numbers.
Every touch on record
Calls recorded and transcribed, every action logged with actor, time and outcome.
What does a 25% agency fee actually cost you?
Pick how you'd work with Kandidate, add your roles and volume, and see the difference in thirty seconds, no form first.
Who runs recruiting today
What you are hiring
Headcount & salary band
Your cost comparison
How would you like to work with us?
Tell us who runs recruiting today and we'll recommend the model that fits
One asset. Four doors.
Every page on this site is a different door onto the same graph. Pick the one that matches how you work.
The fourth door feeds the asset: every clinician who joins upgrades a public registry row into a consented, contactable profile. That loop is what nobody else can copy.
Questions buyers ask.
How is the platform different from Kandidate delivery?
Delivery is our managed service. We run the search end-to-end at 15% per placement and you receive a vetted shortlist. The platform is the same engine packaged as a self-serve product, so your recruiters drive it themselves. Same sourcing, voice outreach, ranking and ATS sync, just a different operating model.
Who is the platform built for?
Healthcare agencies and health systems hiring physicians, nursing and allied staff, plus recruiting agencies who want to scale without hiring sourcers, in-house TA teams consolidating sourcing, outreach and inbox into one tool, and solo principals running their own desk. Anyone whose recruiters spend more than half their day on outbound.
Is this healthcare only?
No. The data is healthcare-first: the Talent Graph holds 7.37M licensed US clinicians with specialty, state and licence detail no general database carries, so clinical roles get the deepest reach. The engine itself is role-agnostic and runs desks in engineering, defense and commercial hiring too, sourcing from your ATS, your database and the external sources instead of the clinician graph.
How is the AI voice outreach compliant?
Phone numbers are screened by provenance before dialling: the TCPA policy refuses AI calls to numbers bought from data vendors and fails closed on unknown provenance. Calling windows run in the candidate's own timezone behind a hard 07:00–21:00 guard, opt-outs apply organisation-wide, every call is recorded and transcribed, and if a candidate asks whether they're talking to a bot the agent answers honestly and offers the human recruiter.
How does ATS sync work?
Bi-directional sync with any ATS you're already using, modern or legacy. Candidates sourced in Kandidate flow into your ATS pipeline automatically; stage changes in either system propagate. Setup is sales-led: contact us with your stack.
Can I start with a pilot?
Yes. One month on 2 real roles (400 candidate engagements), dedicated workspace, onboarding and a midpoint review. Convert to a subscription within 30 days of pilot end and the pilot fee credits 100% toward Month 1.
What happens to credits I don't use?
Monthly credits don't roll over; annual credits roll forward through the contract year. Overage is metered with a default monthly cap you can raise or lower from workspace settings.
Stop hiring sourcers.
Start scaling your recruiters.
One-month pilot. Two real roles. The fee credits 100% toward Month 1.