The Mission

anto is AI sourcing for engineering staffing agencies. A recruiter pastes a client's brief. anto turns it into a search and checks it. It then returns a shortlist of engineers, ranked by fit. Every name comes with a written reason. anto reads careers the way an experienced recruiter would. It looks at the work people have done through interpretating their work experience, not through looking at their titles. The recruiter decides who to contact. anto stops where the conversation starts. Our goal is that every engineer is found for the work they can do.

The Challenge

Recruitment is a people business that spends most of its hours away from people. Recruiters spend 14.6 hours a week just searching (Bullhorn GRID 2025, 1,500+ recruitment professionals). They write boolean strings in several languages. They page through results and open profiles one by one. Only then can they decide who is worth a call. One shortlist takes several hours. And the work is done by the most expensive person in the room. Engineering makes it harder. Titles say little about the work. One "System Engineer" designs servo control for wafer stages. Another writes test specifications. Keyword search matches the title. Engineers who do the right work under another title stay unseen. A large share of every list is discarded on sight, because the fit was never checked. What can be bought does not solve this. Sourcing tools deliver lists of names with no assessment attached. Nobody sells the part in between, which is the judgement of who is worth approaching. So the work stays manual and expensive. The hours that should go into talking to candidates go into sorting them.

The solution

A recruiter pastes a vacancy or client brief into anto. A PDF or an image works too. anto reads out the search behind it. That covers job titles in several languages, must-haves, nice-to-haves, experience, required languages and exclusions. The recruiter can correct every line. anto checks the search before it runs. anto then searches its index of engineering profiles in the target country. anto reads each relevant profile against the brief. Every candidate gets a score from 0 to 100 and a written sentence. The sentence says what is evidenced, what is missing and how the experience lines up. Within about a minute the recruiter has a ranked shortlist with reasons. More candidates are one click away. The shortlist exports to Excel, and every search stays in the run history. From there the recruiter takes over. They choose who to approach and start the conversation themselves. anto does the finding and the qualifying, not the talking.