Hire without becoming a sourcer.
An intelligence layer for outbound hiring at startup scale. See work history, market value, and openness as signals on every candidate. Free to start. No contract.
No card required. Built for founders, CTOs, and your first in-house TA.
Cold outreach is back. But you're not LinkedIn Recruiter.
The 2025–26 reset took inbound off the table. Job posts return AI slop. Referrals run out by hire #6. The startup answer is outbound. Founders don't have the recruiting muscle, the contract budget, or the 19 hours a week to do it well.
You're sourcing at 9pm.
Recruiting steals from product and engineering time. Founders who source themselves spend their best hours on profile-by-profile triage, then write outreach in stolen evening blocks.
You can't tell who'll say yes.
LinkedIn's "Open to Work" is self-reported and noisy. Apollo gives you contact info but no salary read. By the time someone replies asking for $250K, you've already burned the conversation.
You can't read every resume from inside your domain.
67% of startup founders are non-technical (Gartner, 2024). The other third have depth in one stack but hire across four. The work-history signal you need to read sits below the keywords on the page.
Three signals on every candidate.
The intelligence layer that decides whether outbound succeeds. Read before you reach out, not after.
How each candidate's work history actually reads.
Glozo's engine reads work history across 30+ public sources and builds a weighted map of what each candidate has shipped, at what depth, in what kind of org. The matching summary on each candidate card spells this out in plain language. You can read it without a recruiting background.
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 your budget before you click "reveal contact". Stop sending offers that get countered with $250K.
Who'd actually consider your message.
A behavioral receptiveness signal, built from public patterns across multiple sources. Profile updates, technical posts, public job-market discussions, GitHub activity cadence, time-in-role. Not the self-reported "Open to Work" badge. Roughly 15 of 200 senior tech candidates carry the signal at any time.
All three. On every candidate. Anytime you search.
How startup teams use Glozo.
Five recurring sequences where the intelligence layer changes what's possible. Each ties to one or more Glozo products.
Your first 10 hires.
From your first engineer to your first head of design, with no recruiter and no ATS.
Smart Search holds the role description. The Skill Graph on each candidate is matched to your spec. Open-to-Offers and Market Value sit on every card. The Project workspace holds the pipeline. Free until you reveal contacts.
Sourcing →Your first hire outside your domain.
First PM as a technical founder. First engineer as a non-technical CEO.
The matching summary describes the candidate's work as narrative, not keywords. A technical founder can read it for the PM hire. A non-technical CEO can read it for the engineer hire. You walk into the call with calibrated questions, not a guess.
Skill Graph in Sourcing →"Has shipped two payments products from zero to one. Strong on roadmap framing under ambiguity. Lighter on platform-PM patterns (API design, dev experience). Suited to a B2B fintech product role with eng-heavy founders."
Without out-paying FAANG.
Find candidates whose preference function already prefers a startup tradeoff.
Open-to-Offers surfaces people whose behavior signals startup-receptiveness. Market Value flags whose comp range fits yours. Two signals that LinkedIn, Apollo, and Clay can't combine. The data layer is the moat.
Sourcing →"If you're a startup competing with FAANG for developers by offering similar rates and benefits, you've lost."
Vlad Lokshin, co-founder/CEO, Turtle
Stop maintaining your AI sourcing stack.
Apollo, Clay, n8n, Apify, GPT scripts. The maintenance tax adds up.
Glozo's sourcing agent takes a role description and runs a deeper pass than fast search. Re-processes data, re-weights matches, returns a calibrated shortlist. Subsumes the duct-tape pipeline founders run between investor calls.
Sourcing Agent →Know what to offer.
Stop guessing on salary and equity at offer time.
Market Intelligence gives you per-role salary benchmarks by seniority and geography. Market Value gives you a per-candidate read. Pick a number from data, not from three Carta reports six months old.
Market Intelligence →LinkedIn Recruiter vs Glozo for startups.
LinkedIn Recruiter is the established outbound tool. It is also built for enterprise contracts and keyword search. Glozo runs the same job at a price and shape that fits even a Seed-stage team.
Built to start free.
Designed not to need a contract. The free plan covers every signal on every candidate. The only metered item is contact reveals from Glozo Sourcing.
Common questions from founders.
I'm a founder, not a recruiter. How much of my time will this actually take?
Less than the alternative. Sequoia estimates the average startup spends 990 hours to hire 12 engineers, about 19 hours a week per role. Glozo collapses the three filter passes founders run by hand (who fits, who is in budget, who is likely to reply) into one shortlist.
A search that took an evening of LinkedIn drudgery returns in seconds. Outreach happens from your inbox, not from another tab. You'll still spend time on the parts that actually need a founder: the first message, the call, the close. The grind in the middle goes away.
How do I know what comp to offer for my first technical hire?
This is where founders get hurt most often. The going range for "first engineer" comp gets reported anywhere from $32K to $175K depending on stage and source (Pave benchmark data), and equity grants vary 4x at the same stage.
Glozo's Market Value gives you a per-candidate salary range built from 10M+ public market signals every month. It is calibrated to that candidate's stack, seniority, and location. You see it before you spend a contact reveal. So the offer you send is anchored in current market data, not in a generic range from a six-month-old report.
I'm non-technical. How do I evaluate engineering candidates I can't read?
You read what they shipped, not what they claim. Glozo's Skill Graph turns each candidate's public work history into a weighted summary: code repos, OSS contributions, project complexity, tenure at companies whose tech stack we can describe to you. A non-technical founder gets a readable picture without learning the difference between React and Ruby.
The matching summary on every card explains in plain English why this candidate fits the role you described. Bring a technical advisor in for the final interview. The shortlist arrives in better shape than what you'd build yourself.
How do I compete for engineers when I can't match a FAANG salary?
You probably can't outbid FAANG on cash. So you find the engineers who don't want to work at a FAANG. Open-to-Offers is a behavioral signal we read across public sources: technical posts, profile changes, engagement with startup content, conversations about job markets. Roughly 15 of every 200 senior tech candidates carry the signal at any moment.
Combined with Market Value, you see candidates who are both receptive to a startup conversation and inside your comp range, before you write the first message. Most candidates on a $350K base will never seriously consider your offer. Glozo helps you find the rest.
I'm running my own DIY sourcing stack (Apollo + Clay + GPT). Why switch?
You probably shouldn't, if it works. The standard founder DIY recipe (Apollo for the list, Clay for enrichment, n8n or GPT for the messaging glue) gets you 60-70% of the way there. What it doesn't get you is the per-candidate intelligence layer underneath: a salary range tuned to that specific candidate's stack and city, plus a behavioral read on whether they're receptive. Those two signals require a continuously trained data layer. Not a prompt.
Most founders who switch to Glozo do it because their DIY stack broke on Wednesday for the third time. Or because Apollo's candidate set has too much overlap with what their competitor is hitting. If your stack is stable, keep it. If it breaks every two weeks, the math changes.
I'm hiring my first 10 people. Do I need an ATS first?
No. Glozo handles the pre-application part of the pipeline: who to talk to, what to send, where the reply landed. Most founders run their first 10 hires inside Glozo plus a Notion page plus their inbox. That's enough.
When you scale past your first 20 hires and start needing structured interview loops, scorecards, and offer letters in one place, that's when an ATS earns its seat in the stack. We work alongside ATSes (Greenhouse, Ashby, Lever) when you get there. We don't replace them, and we don't pretend to.
Is this for a founder or for an in-house recruiter?
Both. Founders use Glozo for the first 10 hires before there is a recruiting function. In-house TA at Series B and C teams use it to run outbound at depth without paying for the Talent Insights plus Recruiter plus outreach-tool stack. Same product, different stage.
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 own imported list is unlimited. Sign up with email, no card.
Hire without becoming a sourcer.
Start free. Three signals on every candidate. Unlimited searches.