See who will answer before you spend the InMail.
Openness, market value, and skill read on every candidate. Free. Pay only when you reveal a contact. Built to fit alongside the LinkedIn Recruiter seat you already pay for.
No card required. Solo recruiters and agency teams welcome.
The math broke. So did the renewal.
Cold-email reply rates fell from 8.5% to 3-5%. LinkedIn raised extra InMail credits 700% overnight. Recruiter Corporate renewal is up 15%. The 2026 recruiter is being asked to do more with fewer tools while every input gets more expensive.
The credit math broke.
LinkedIn raised extra InMail credits from $3 to $21 overnight. At that price, $105 per reply on purchased credits. The spray-and-pray InMail playbook is now actively unprofitable.
"Fewer tools, lower spend, more results."
The boardroom directive landed on the recruiter's desk. SeekOut + hireEZ + Gem + Apollo + Clay overlap on three of five capabilities. The Q3 audit is on the calendar.
Volume is now the wrong move.
Send more emails, build resistance in inbox filters. The reflexive panic response is now the worst move.
Three signals on every candidate.
The intelligence layer that decides whether outreach succeeds. Read before you spend the InMail, not after.
Skim a candidate in 30 seconds.
Glozo's engine reads work history across 30+ public sources and builds a weighted map of what each candidate has shipped, in what kind of company, at what depth. Skim a candidate in 30 seconds instead of opening four tabs.
A per-candidate salary read.
A statistical model trained on 10M+ market signals each month produces a salary range for each candidate's profile. Match the candidate to the client brief before clicking "reveal". Stop submitting candidates 30% above the band.
Spend the InMail on the candidate who'll reply.
A behavioral receptiveness signal from passive patterns across multiple sources. Not the self-reported "Open to Work" badge. Roughly 15 of 200 senior tech candidates carry the signal at any time. Spend paid credits on the subset whose reply rate is structurally higher.
All three. On every candidate. Before you spend the InMail.
How recruiters use Glozo.
Five recurring sequences where the intelligence layer changes what's possible. Each ties to one or more Glozo products.
Stop spending InMails on candidates who won't reply.
LinkedIn raised extra InMail credits from $3 to $21. The math is broken on spray-and-pray.
Open-to-Offers is a behavioral signal built from patterns across multiple sources. The signal sits on every candidate card before you decide to spend a credit. Send InMails to the candidates whose reply rate is structurally higher. Skip the ones who were never going to open it.
Sourcing →"$3 to $21 per credit. That's not a typo. Seven times more expensive, overnight."
Ryan, Taleva (Feb 2026)
Re-engage the pipeline you already touched.
More outreach is not the recovery move in 2026.
Open-to-Offers as a re-engagement trigger. Each week, see which dormant candidates in your CRM just turned receptive. Use Market Value to find the ones who also moved into a comp range you can now close on. Sharper messages to a smaller set, instead of more emails to a wider list.
Outreach →One workspace for 20 reqs across 6 clients.
Stop dropping candidates between spreadsheet tabs.
Projects holds the multi-client pipeline. Each candidate card shows their state across all your open reqs at once. A candidate who didn't fit Client A's role last month might fit Client B's role this week. Open-to-Offers and Market Value carry across.
More for agencies ↓Audit your stack. Cancel something specific.
Fewer tools, lower spend, more results.
Glozo subsumes the sourcing-plus-comp-data layer. At the Q3 stack audit, hold Glozo up and show the team owner: this replaces SeekOut, or hireEZ, or your Apollo + Clay enrichment stack. The signals are stronger. The spend is lower.
Sourcing →For solo recruiters at the capacity ceiling.
One human, 20 reqs, no fallback.
Compress the sift-vs-message ratio. Three signals on every candidate mean the recruiter is messaging instead of scrolling. Free intelligence on every candidate means the solo budget is not burning while you triage.
Sourcing →Here's what changes.
A solo desk and a 5-recruiter agency face the same outbound math, but the operating model is different. Glozo carries the same intelligence layer across the team, and adds a few things that only matter when you are juggling clients.
One pipeline across every desk.
Projects holds every open req across every client. A candidate's card shows their state in every project they touch. Stop dropping candidates between spreadsheet tabs and sticky notes.
One intelligence layer, every seat.
Skill Graph, Market Value, and Open-to-Offers are available to every recruiter on the desk. No per-seat re-purchase of the data. New hires onboard on the same signal language the team is already speaking.
Recover the LinkedIn jump.
A 5-recruiter agency renewal on Recruiter Corporate is now $54-65K per year. Glozo's Curious tier is free; paid reveals replace InMail spend on the candidates the team would have wasted credits on. Cancel one redundant tool and the math gets simpler.
Build cadence, not catch-up.
The Open-to-Offers model re-scores every dormant candidate continuously. A 13-week quarter has 13 weeks of fresh signal, not one week of pre-deadline triage. The recovery move stops being "send more outreach" and becomes "look at who turned receptive this week".
"There are agencies that generate pipeline when they need it, and there are agencies that generate pipeline whether they need it or not. The first group is always one lost client away from panic. The second group forecasts with confidence."
David Hoos, Haus Advisors (Feb 2026)
Keep the Recruiter seat. Layer the signals around it.
Glozo does not replace LinkedIn Recruiter. It sits next to your seat as the intelligence layer Recruiter does not give you. Keep the seats your team depends on, and stop spending extra credits on candidates who were never going to reply.
The "and" framing matters. LinkedIn's badges and Spotlight filters find candidates who've already raised their hand. Glozo's value is on the rest: the ideal passive candidate who hasn't set a badge but is showing receptiveness across other channels. The one who'd say yes if asked, but won't come find you.
Built for a solo budget. Built to fit an agency renewal.
The free plan covers every signal on every candidate. The only metered item is contact reveals on Glozo-sourced candidates.
No per-seat licensing. No contract floor. Paid tiers add reveal credits, not seat fees.
Common questions from recruiters.
Do I have to drop LinkedIn Recruiter to use Glozo?
No. Glozo sits alongside LinkedIn Recruiter, not in place of it. Keep the seats your team depends on. Use Glozo for the signals Recruiter doesn't give you: openness, market value, and a multi-source skill read.
After the 2026 InMail repricing, most teams use Glozo to triage which candidates merit the now-$21 InMail credit, then run the message through Recruiter. The comparison table above lays out which tool does what.
Can I send LinkedIn messages from inside Glozo? Does it cost InMail credits?
Yes. LinkedIn outreach is a sequence step (connect requests or DMs), sent through your own LinkedIn seat. You confirm each send. This adds a free LinkedIn channel alongside the InMail you already use. The choice between InMail and DM is yours. Open-to-Offers helps you decide which candidates merit the paid credit.
How does this work for an agency vs a solo recruiter?
Same intelligence layer, different operating model. Solo recruiters get the full signal stack on the free tier and only pay for reveals beyond 10 per month. Agencies layer Projects across multiple clients, share signals across the team without per-seat re-purchase, and shorten the time-to-shortlist during quarter-end placement pushes. The agency section above covers the team-specific workflows.
I'm a solo recruiter. How many open roles can I realistically run with Glozo?
Depends on the role mix, but solo recruiters running on LinkedIn Recruiter and spreadsheets often cap at a handful of active reqs before the hours-per-role math gives out. Glozo collapses the most time-consuming part: figuring out who's worth a message.
Skill Graph reads the work history. Open-to-Offers flags receptiveness. Market Value tells you who's in range. The same three filter passes that took an evening per role now arrive on the card. Solos who switch typically take on more reqs in parallel without dropping signal quality. The bottleneck shifts back to where it should be: the actual conversations.
My agency runs 10-15 client searches at once. How does that work in Glozo?
Projects. Each client search lives in its own Project workspace: shortlist, outreach sequences, conversation history, and signals all isolated. Switch between clients without crossing wires.
The intelligence layer (Skill Graph, Market Value, Open-to-Offers) applies the same depth to each Project, so you can run a Senior PM search for one client and a Staff Engineer search for another without re-configuring the engine. Signals you generate on one Project carry no extra cost to the next. Most agencies running Glozo replace their Apollo or Clay seat at renewal. The bundled outreach plus per-candidate intelligence covers the same workflow at a single seat cost.
I'm running LinkedIn Recruiter, Apollo, ContactOut, and Clay. What does Glozo replace?
Not LinkedIn Recruiter. That stays as your direct LinkedIn channel. Glozo replaces the layer underneath: Apollo for contact data, ContactOut for email-finding, Clay for enrichment, Talent Insights for market data.
One product covers what those four do for sourcing, with the signals built in (Skill Graph, Market Value, Open-to-Offers) and outreach bundled. Most recruiters who switch start by canceling Apollo or Clay at renewal. ContactOut and Talent Insights tend to follow once the team has been on Glozo for a quarter.
What is candidate sourcing software, and how is it different from a recruiting CRM?
Candidate sourcing software finds and enriches people before they apply: read public profiles, contributions, work history; surface who fits, who's in budget, who's likely to respond. A recruiting CRM (Gem, Avature, Bullhorn) manages relationships with candidates already in your pipeline: notes, status, follow-up schedules. The two complement each other.
Glozo is sourcing-led. It includes outreach and a lightweight pipeline view for the first 20-30 candidates per role. When you scale past that, sourcing software plus a dedicated CRM is the typical stack. Glozo imports from and exports to common CRMs.
Do I need to commit to a paid plan to evaluate?
No. The free Curious plan includes unlimited searches and the full intelligence layer (Skill Graph, Market Value, Open-to-Offers) on every candidate. The only metered item is contact reveals on Glozo-sourced candidates: 10 per month. Outreach against your imported list is unlimited. Sign up with email, no card.
See who will answer before you spend the InMail.
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