Per-company walls
Founders join their own mandates and see their own shortlists, never each other's.
Your portfolio’s hiring,one talent engine.
Every portfolio company is hiring and none of them have a recruiter. Arbi lets one talent partner run searches, screening, and outreach for all of them, at the pace a fund's ownership window demands.
Join the next generation of companies hiring smarter, faster, and on autopilot with Arbi.
Case StudiesTalent is the help every founder asks the fund for first
A talent partner's day disappears into whichever company shouted loudest. Arbi turns the same day into progress on every open search at once.
Portfolio talent today
- One talent partner triaging fifteen companies' searches by urgency
- Each search started from scratch in a spreadsheet
- Warm candidates from the last search lost by the time of the next
- Founders waiting weeks for a shortlist the fund promised at the board meeting
Portfolio talent on Arbi
- Every company's searches running in parallel in one workspace
- A new role live as a search and written criteria within the hour
- Runner-ups and past shortlists a query away for the next mandate
- Screened shortlists back to founders in days, with the evidence attached
How it runs
From board-meeting promise to signed offer
Step 1
Open the mandate
Capture the role the way the founder described it. Arbi turns it into a live search and criteria the founder can react to.
Step 2
Map the market
Ranked candidates arrive with verified contact details, drawn from the whole market rather than whoever is currently applying.
Step 3
Run the outreach
Sequences send from the talent partner's or the founder's own mailbox, and every reply lands in one inbox per mandate.
Step 4
Deliver the shortlist
Founders receive screened candidates with the criteria they met and the evidence behind each verdict, ready to interview.
One workspace,
every open search in it
Each portfolio company's mandates live as their own requisitions, with their own criteria, sequences, and visibility. The talent partner sees everything at once; each founder sees exactly their own, and nothing else.
Days to a shortlist
The market map, the screen, and the first outreach happen the week the mandate opens, not the month after.
A network that compounds
Every search enriches the portfolio's talent graph, so each mandate starts further ahead than the last.
“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
Fund infrastructureBuilt for a fund’s
Built for a fund’s
shape of hiring
Shortlists that outlive the search
Strong candidates who lost one race stay findable for the next, across the whole portfolio's mandates.
Searches reusable across companies
The criteria that found one portfolio company its founding engineer become the starting point for the next company's search.
Evidence behind every verdict
Each candidate arrives with the criteria they met and the proof underneath, so a founder's pushback gets an answer on the spot.
Outreach in the right voice
Sequences send from the founder's or the partner's own mailbox, whichever the mandate calls for, with replies in one place.
Arbi works with the tools your team already uses.
Connect Arbi to your existing stack with 50+ integrations built for modern hiring workflows.
That is the design. Each portfolio company's roles run as their own requisitions with their own criteria, while the talent partner works them all from one workspace. The searching and the first screen are automated, so one person's judgment goes further.
Yes. Founders can be brought into their own requisitions to see shortlists, evidence, and outreach, without seeing anything from the rest of the portfolio.
Speed and specificity. Arbi maps the market for a role in hours and the outreach references what each candidate has actually done, so the first message from your firm reads like a briefing rather than a blast.
Saved searches and shared shortlists persist across roles, so the runner-up for one company's search becomes the first call for the next one's. The portfolio compounds instead of starting over.
Requisitions are visible only to the people you name, and outreach sends from individual mailboxes disclosing only what you choose, so sensitive searches stay sensitive.
Seats for the talent team with credits pooled across the workspace. Portfolio hiring comes in waves, and pooled credits mean the busy company draws on what the quiet one did not use.
The future of recruiting is here.
Source
Screen
Sequence
Interview
