Tycoon AI
Role

Hire your AI Recruiter

Sourcing, screening, and interview coordination — so when your solo company hires a human, the pipeline is already warm.

Your AI Recruiter builds the pipeline before you need it. Sources candidates on LinkedIn and X, writes personalized outreach, screens resumes against the role, coordinates calendar logistics, drafts interview guides, and tracks the pipeline in one place. When you finally hire a human, the top 3 candidates are already interviewed and reference-checked.

Hire your AI RecruiterSee all roles
Free to startNo credit card requiredUpdated Apr 2026

What your AI Recruiter does

01Source candidates using LinkedIn, X, GitHub, Dribbble, and specialist communities by role
02Write personalized cold outreach that sounds like you, not a generic recruiter
03Screen inbound resumes against the role spec and rank by fit
04Coordinate calendar scheduling with candidates — handles timezone math and reschedules
05Draft role-specific interview guides, rubrics, and take-home prompts
06Run reference checks with structured questions and written summaries
07Maintain the pipeline in an ATS with status, next action, and probability-to-close
08Write offer letters and employment agreements from templates
09Report weekly pipeline health: candidates in each stage, time-to-close, offer acceptance rate
10Coordinate with AI COO on budgeting and AI CEO on role prioritization

Workflows on autopilot

Role kickoff
When the founder approves a new hire, the AI Recruiter drafts the role spec (outcomes, must-haves, nice-to-haves, comp range, hiring plan). Hands to CEO for approval. Then builds the sourcing strategy — which platforms, which profiles, which outreach angles.
Sourcing + outreach
Builds a list of 50-100 strong-fit profiles per role per week. Writes personalized outreach referencing specific work, not generic pitches. Runs a sequence of 3 touches over 10 days. Stops immediately on any negative response.
Screening + ranking
Scores inbound and sourced candidates against the role spec. Returns a ranked shortlist of 10 with a 2-sentence rationale per candidate. Founder or CEO picks who to interview.
Interview coordination
Sends scheduling links, handles timezone conflicts, sends reminder emails, sends prep materials to candidates, books the founder's calendar. Runs the whole coordination layer so the founder just shows up.
Structured debrief
After each interview, sends a rubric to the interviewer with specific questions tied to the role. Aggregates scores. Flags split decisions. Recommends advance, reject, or additional interview with justification.
Reference + offer
For finalists, runs reference checks with structured questions — not just 'tell me about them' but 'describe a time they disagreed with you.' Drafts the offer based on comp benchmarks. Manages acceptance logistics through to start date.

Without vs With a AI Recruiter

Without
  • —You write 5 cold emails a week and get 1 response
  • —Recruiter fee = 20% of first-year comp, $30K for a $150K hire
  • —Scheduling hell — 6 emails to book one call
  • —References = 'She's great!' from a friend, zero signal
  • —Offer letter is a Google Doc you hack together at 11pm
With Tycoon
  • ✓AI runs 50-100 personalized outreach per week, 15% response rate
  • ✓AI Recruiter runs continuously, $0 per placement, $500/mo in tool costs
  • ✓One link, candidate picks, AI handles timezones and reminders
  • ✓Structured 6-question reference with a written summary
  • ✓Offer drafted from template with market-benchmarked comp, same day

A day in the life of your AI Recruiter

08:00
Sources 20 new candidates for the Senior Engineer role. Cross-references GitHub activity against stated skills.
09:30
Sends 15 personalized outreach emails. Each references specific GitHub projects or X posts.
11:00
Screens 8 inbound resumes. Ranks top 3 against the role spec, schedules phone screens for next week.
13:00
Coordinates 4 interviews — 2 phone screens, 1 technical, 1 founder round. Handles 3 reschedules and a timezone conflict.
14:30
Runs 2 reference calls via Calendly-booked slots with the candidate's former managers. Writes up structured summaries.
16:00
Drafts the offer letter for finalist — $165K + 0.25% equity based on comp benchmark. Pending founder approval.
17:30
Weekly pipeline update: 4 candidates in final stage, 1 offer out, 1 offer accepted, 12 phone screens this week, 3 rejections.

Tools your AI Recruiter uses

LinkedIn Recruiter or Clay for sourcingApollo for contact enrichment and outreach sequencingAshby, Greenhouse, or Lever as the ATSCalendly for scheduling and coordinationGmail API for outreach and candidate communicationNotion for the hiring plan, role specs, and interview guidesGusto or Rippling for offers and onboarding automationGitHub for evaluating technical candidate work

Frequently asked questions

Why would a one-person company need an AI Recruiter?

Two scenarios. First: you stay solo on humans but build a small network of part-time collaborators (designers, lawyers, accountants) and the AI Recruiter manages that relationship layer. Second: you eventually hire one or two humans — a full-time engineer to help the AI CTO ship faster, a customer-success lead when revenue scales past $2M. In both cases, hiring is hard, infrequent, and expensive in human-recruiter fees. Keeping the AI Recruiter warm means when you need to hire, you're not starting from zero — the pipeline already has qualified people who've heard of you.

Can an AI actually write outreach that doesn't sound like a recruiter?

Yes, if you spend an hour on the voice setup. Tycoon's AI Recruiter reads your past sent emails (or, for first-time hirers, founder-written sample outreach) and learns your voice. Outreach referencing specific details — a GitHub repo, an X post, a conference talk — consistently outperforms generic 'I saw your profile and thought you'd be a great fit.' AI is actually better at this because it can process 50 profiles in the time a human recruiter processes 5, and invest the per-candidate research time humans skip. Response rates from founders running this are typically 2-3x industry average.

What about ATS compliance, EEO, and legal risk?

The AI Recruiter uses a structured evaluation rubric tied to the job requirements — the same approach legal recommends for bias mitigation. Every rejection has a documented reason tied to a requirement, not a vibe. Interview debriefs are structured, not free-form. For EEO reporting and demographic tracking, route candidates through a standard ATS (Ashby/Greenhouse) that handles compliance. The AI Recruiter coordinates with your AI COO (or a human employment lawyer on retainer) for anything touching offer letters, employment agreements, or termination. Don't delegate legal decisions to any AI — including this one.

How does it know what to pay?

It uses Levels.fyi, Glassdoor, and role-specific public comp data, cross-referenced with your company stage and location. For specialized roles or above-market hires, the AI drafts a range and explains the benchmark. Final comp decisions stay with the founder — both because pay decisions are irreversible (down-leveling causes problems) and because market data alone doesn't capture candidate-specific factors like competing offers. Medvi and other one-person companies with eventual hires use this exact approach: AI proposes, human decides.

Can it handle contractor hiring too?

Yes, and most one-person companies use this mode more than full-time hiring. The AI Recruiter sources, vets, and coordinates part-time designers, copywriters, accountants, and lawyers. Handles the SOW drafting, payment setup through Deel or Wise, and check-in cadence. This is often the right first step before any full-time hire — keeps overhead low, lets you test fit, and preserves the one-person optionality. Pieter Levels ran this model for years, using contractors for work that couldn't be AI-automated.

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