A shortlist in a morning
Search, screen, and verify in one pass, so a role opened at nine has candidates worth calling by lunch.
Your startup hires senior peoplewithout a talent team.
Every hour a founder spends sourcing is an hour off the product. Arbi searches the market, screens the response, and runs the outreach, so the next hire takes days of attention instead of a quarter.
Join the next generation of companies hiring smarter, faster, and on autopilot with Arbi.
Case StudiesHiring is the founder's job nobody budgeted time for
The candidates exist. What an early team is missing is the hours to find them, read them, and reach them before someone else does.
Hiring without a recruiter
- A professional-network tab open next to the codebase, worked through at midnight
- A job post that returns two hundred applicants and three fits
- Outreach written one message at a time, then forgotten by Thursday
- An agency quote worth a quarter of the salary you are offering
Hiring on Arbi
- The role described in plain words becomes a live market search
- Every applicant and every sourced profile read against your criteria
- Sequences that follow up on their own, from your own mailbox
- A senior shortlist in a morning, for the price of a tool
How it runs
From open role to accepted offer, on founder time
Step 1
Describe the role
Write the role the way you would explain it to a friend. Arbi turns it into a live search and a set of written criteria you can edit.
Step 2
See the whole market
Ranked matches arrive with verified emails and direct numbers, including the people who would never see a job post.
Step 3
Reach out as yourself
Multi-step sequences send from your own mailbox across email and social, and every reply lands in one inbox.
Step 4
Interview the shortlist
Every candidate arrives already screened against your criteria, with the evidence behind each verdict, so your time goes to the finalists.
Search like the recruiter
you have not hired yet
Arbi reads the whole market against the role you described, not the keywords you guessed. It finds the engineer who never updated their title and the operator hiding under a generic one, and it explains why each person matched.
The people posts never reach
Most of the market is not applying anywhere. Arbi finds them and gives you a verified way to start the conversation.
Agency results, tool pricing
Pooled credits and monthly seats, so hiring in bursts costs like the bursts and not like a retainer.
“We win against bigger firms on how well we understand a brief. What we could never win on was throughput. That is the part we handed over.”
Tom AshworthFounder, Skilltheory
Startup infrastructureEverything a first hire needs,
Everything a first hire needs,
before your first recruiter
Searches that survive the quiet months
Save the search behind every role and rerun it when the next raise closes. Hiring in bursts no longer means starting from zero.
Outreach that sounds like a founder
Sequences send from your own address, in your own words, with follow-ups handled automatically so no reply window closes unnoticed.
Screening you can defend to your cofounder
Every verdict carries the lines it was based on, so the decision to pass or pursue is an argument you can read rather than a feeling.
Contact details that actually connect
Personal and work emails plus direct numbers, verified before they reach a sequence, so a send is a conversation rather than a bounce.
Arbi works with the tools your team already uses.
Connect Arbi to your existing stack with 50+ integrations built for modern hiring workflows.
Yes, and that is the point. You describe the role the way you would describe it to a friend, and Arbi turns it into a live search, written criteria, and outreach ready to send. The parts of recruiting that needed a specialist are the parts it does for you.
A post waits for whoever happens to see it. Arbi searches the whole market for people who match your criteria, verifies their contact details, and reaches out from your own mailbox. You are choosing from the people you want, not the people who applied.
It cannot raise your budget, but it can get you into the conversation first. Startups on Arbi go from opening a role to a shortlist in a morning, which means your offer is often the first one a candidate sees rather than the third.
Seats are billed monthly or annually and credits are pooled across the workspace, so two founders hiring in bursts do not pay for a system sized for a talent team. Credits bought as an add-on do not expire while the subscription is active.
Yes. Saved searches keep the market view for each role warm, so when the next raise closes you rerun the search instead of starting over. Nothing punishes you for a quiet quarter.
Most teams run their first useful search within an hour of signing up. From there, the time to a hire is mostly your interview loop: the sourcing, the first screen, and the outreach are already handled.
The future of recruiting is here.
Source
Screen
Sequence
Interview
