Hiring lives in ten tools and dies in the gaps between them. Heidi connects the entire arc, req to ramp to retention, and gives every new hire an AI teammate from day one, so their first quarter compounds instead of orienting.
When the hiring manager opens the req, Heidi has drafted the role narrative from the team's actual Cortex, what this team ships, what's missing, what "good" looks like at one-quarter-in. The job description writes itself from the work.
Heidi sources candidates against the brief, scores fit using the team's prior hires as the eval set, and drafts the outreach in the recruiter's voice. The recruiter reviews and sends, sourcing is no longer an inbox.
Heidi builds the interview kit for each role from real artifacts the team has shipped, actual decisions, actual trade-offs. Candidates don't get generic case studies; they engage with the work the team is actually doing.
Before the offer is signed, Heidi provisions a personal agent for the new hire, preloaded with their team's Cortex, the strategic context for their role, and a 90-day onboarding plan they own. Day one is not an orientation; it's a sprint.
Heidi reads 1:1 notes, shipping cadence, peer feedback, and OKR contribution. The development plan updates monthly with concrete next steps, not annually with platitudes. The manager spends their time on growth conversations, not reconstruction.
Bring the version of this workflow your team actually runs today. We'll wire Heidi against a sandbox of your stack and show it end to end inside the call.