Source by intent.
Glozo reads any of it. No old-school Boolean required.
Conversational search. Get candidates back with three signals on each: what they've done, what they're worth, and who's likely to respond.
What Boolean can't see.
Boolean strings, LinkedIn filters, X-ray on Google. Different syntax, same logic. You stack keywords and hope you've covered the synonyms. You end up filtering noise where you needed signal.
The depth problem.
A keyword match treats "five years of Kubernetes" and "mentioned Kubernetes once on a 2019 LinkedIn post" as the same hit. Boolean has no idea who actually did the work.
The context problem.
A PM at a 5-person seed startup and a PM at a FAANG read the same to Boolean. Same title, same skills field, completely different work. Boolean can't tell the difference.
The signal problem.
Boolean reads what's written on a profile. Nothing else. The public signal (code, contributions, talks, papers, designs) sits invisible to it.
Glozo reads the work itself.
How sourcing works.
Describe the role. Get a shortlist with three signals. Refine as needed.
Any input form.
Role name. JD. File upload. Plain English. The same engine reads all of them.
Conversational refinement.
Too many candidates? Ask a follow-up. Glozo narrows down without losing context. Adjust course, don't restart.
Three signals per candidate.
Every result shows a matching summary, Market Value, and Open-to-Offers status. Filter to in-budget and responsive before you click "reveal contact."
Each signal does specific work. Here's how.
Three signals on every candidate.
Each does specific work. Together: a shortlist worth your time.
Skill Graph
Skill Graph is a weighted model of each candidate's actual skills. The engine reads public sources (LinkedIn, GitHub, and 30+ more) and builds the graph: tenure, project complexity, contribution depth, and company context.
Two PMs with identical resumes. Same title, same listed skills. Skill Graph reads that one worked at a cybersecurity startup and the other at an enterprise logistics platform. Different problems, different stakes, different skills. Different match for your need.
Same logic for tenure. Someone moving every 18 months reads differently from someone who's stayed in one place for 10 years. Each signal is indirect. Together they paint a picture Boolean misses.
Every candidate card carries a matching summary: a short narrative explaining why this candidate, for this need. Read it, decide.
Market Value
A statistical model trained on 10M+ market signals each month. It estimates what each candidate is currently worth: salary range by seniority, location, skills, and company profile.
You see the range on every candidate card. Match outbound to budget without spending credits to find out.
Open-to-Offers
A behavioral signal built from passive patterns across multiple sources. Different from LinkedIn's "Open to Work" because the candidate doesn't have to raise their hand.
It catches movement self-reporting can't: technical posts about hiring, profile activity, conversations about job markets, engagement on competitor pages.
Your outreach goes to people most likely to respond.
And the search runs across two pools at once.
Two pools, one search.
Search Glozo's network and your own list in one query.
Import profiles from your CRM, ATS, or CSV. Glozo searches public sources for each profile, enriches them, and applies the Skill Graph layer where public data exists. Your imports appear in search with as much context as we can build. All your data remains secure and is not used to train our models.
Outreach against your imported contacts is unlimited. Pay only when you reveal contacts from our database.
Great for recruiters with existing CRM/ATS data who want signal-based shortlisting across their book without paying per reveal.
Search is step one. Outreach is next.
After search.
Two ways forward.
Outreach
Filter your shortlist by signals. Send sequences via email or LinkedIn. Track responses without copy-pasting between tools.
See Outreach →Agent
The obvious candidates aren't enough? Send the agent for a deeper pass. It re-processes data, refreshes signals, finds what fast scan can't reach.
See the Agent →Common questions.
What is candidate sourcing software?
Candidate sourcing software finds and enriches people before they apply to your role. It reads public profiles, contributions, and work history across job boards, professional networks, and code repositories. Then it surfaces a shortlist with the context a recruiter would otherwise build by hand: who fits, who is available, who is in budget.
Sourcing software sits before your ATS. The ATS manages applicants once they enter your pipeline. Glozo is one such layer, built on a signal-led approach: weighted skill graphs, market-priced candidates, and a behavioral receptiveness flag.
How is Glozo's search different from Boolean or keyword search?
Boolean matches keywords on a profile. Glozo reads what candidates publicly demonstrate: code, OSS contributions, project complexity, tenure patterns, and company context. The Skill Graph weighs how all of that maps to your specific role.
Two candidates with the same job title at different companies read as different fits. The matching summary on each card tells you why.
How is Glozo different from SeekOut, hireEZ, or JuiceBox?
Each tool weights different things. JuiceBox prioritizes conversational search at $139/month. SeekOut runs deep on technical signal (GitHub, patents, research) for cleared and specialized roles. hireEZ aggregates across many sources and integrates with most ATSes.
Glozo's wedge is the per-candidate intelligence layer: Market Value tells you who fits the budget before you spend a contact reveal, Open-to-Offers flags who is behaviorally likely to reply. All three layers ship on every Glozo plan, including free. The right choice depends on what you optimize for.
How long does it take to build a shortlist?
Minutes for the first pass. Type a role or paste a JD, and Glozo returns matches in seconds. Most teams build a usable shortlist in a single sitting.
For deeper or non-obvious searches, the agent (in beta) takes longer. It re-processes data, refreshes signals, and re-weights matches in the background while you do other work. We do not auto-shortlist. Every name in the list is one you've reviewed.
How accurate is the matching summary?
Accuracy follows the public footprint. For candidates with strong public signal (GitHub commits, OSS contributions, technical posts, recent activity), the summary is detailed and traceable to specific sources. For candidates with thin public presence, the summary works with what's there and says so explicitly.
You can read the matching summary on every card and decide for yourself. We don't hide our confidence behind a black box.
Can I bring my own ATS data or candidate list?
Yes, both ways. Import a CSV, plug in an ATS, or push from your CRM. Glozo enriches each imported contact with the same three signal layers (Skill Graph, Market Value, Open-to-Offers) where public data exists.
Outreach against your own imported list is unlimited on every plan, including free. Shortlists export back as CSV or push to your ATS when you're ready. Your data stays yours.
Does Glozo work for non-tech roles?
Today, tech is where Glozo is strongest. The Skill Graph reads public technical signal best: code, OSS contributions, technical talks, conference activity. Adjacent roles in tech (product, design, sales, marketing) work but with less depth.
Outside tech, coverage thins further. We're expanding focus industries through the year.
Can I use Glozo with Claude, Cursor, or other AI tools?
Yes, today. Glozo runs in browser-based AI tools (Claude, Cursor, Cowork via the Chrome integration). Grant the tab access and your agent can search, shortlist, and reach out through the Glozo UI as part of its own flow.
A dedicated MCP server, exposing Glozo's search and intelligence as native tools any agent can call, ships next.