.svg)
Make hiring your competitive advantage.
The talent teams that win will be powered by decision-grade data. Get verified intelligence at every step, so you can hire with confidence and lead with clarity.
.svg)
.svg)
.svg)
.svg)
.svg)
.svg)
.svg)
.svg)
Hiring has evolved. The data powering it hasn't.
Self-reported profiles only tell part of the story.
Most sourcing tools run on self-reported data that's unverified and carefully curated. What you see is what candidates want you to see. Whole chapters of a career never make it onto the page.
Disconnected tools. Connected problems.
Every candidate profile lives across systems that don't talk to each other. Recruiters bridge the gaps manually, chasing context between tools and absorbing the cost of every failed handoff.
Data-driven hiring requires data you can actually trust.
Talent leaders are expected to shape strategy without clear visibility into their pipeline or the market. Activity gets reported as insight. That gap appears every time a business leader asks a tough question.
Shallow signals
Most AI relies on thin inputs like resumes and keywords. It can’t identify warm relationships or trusted connections, which means it’s working with an incomplete picture.
The outcomes that define leading talent teams.
Pipeline speed and quality. Not one or the other.
Every channel you source from — your ATS, past applicants, referrals, and the broader market — lives in one place, with warm paths surfacing first. A connected CRM keeps relationships warm so the right people are already engaged when a role opens.
.png)
Decision conviction, built into every stage.
Every stage of the hiring process adds verified evidence. The Authenticity Suite flags suspicious applicants before you engage. ID Verify confirms identity before each interview. Assessments validate what candidates can actually do. When a hire is questioned, the answer is already documented
.png)
Master the data, own the strategy.
Sourcing Analytics show which channels produce your best pipeline and what's driving conversion. Market Intelligence shows where the talent is, and what you need to know to compete. Together, they give leaders the data to shape workforce strategy before the gaps arrive.
“Findem transformed our global hiring. We've built pipeline in new markets and reduced agency reliance. It provides the intelligence to plan confidently and the tools to deliver.”
Erin Giles, Head of Talent, Americas
.svg)
Meet Fia, your personal recruiting assistant.
Recruit as fast as you chat. Fia helps you refine searches, define intangible criteria, review your inbound queue, and respond to applicants — so you can focus on connections, not clicks.
Frequently asked questions.
Does Findem replace our ATS?
No. Findem integrates with the ATS your team already uses — Greenhouse, Lever, Ashby, and others. It works on top as the sourcing, verification, and analytics layer. Candidate data flows where it needs to go, and your workflows stay intact. You keep what's working. You add what's been missing.
How is Findem different from LinkedIn Recruiter?
LinkedIn Recruiter searches one platform using keywords and self-reported data. Findem searches across 850M+ profiles from 100,000+ sources and surfaces candidates through verified Success Signals — career scope, outcomes, trajectory — not keyword matches. Findem also starts with your warm paths: prior applicants, alumni, referrals, and trusted connections LinkedIn can't see. The result is a smaller, higher-quality slate from the first search.
How does Findem address fraudulent applications and fake profiles?
Before you invest time in an interview, Findem cross-checks candidates against their full digital footprint and flags profiles that don't hold up. Glider's ID Verify confirms candidate identity at each stage — screening, interview, and offer — so you know who you're actually talking to before any commitment is made. Suspected synthetic identities surface early, and every signal is expert-labeled and explainable. Because verified data is the starting point, fraud has fewer places to enter the pipeline.
How does Findem help TA become more strategic?
Findem's analytics connect sourcing activity to business outcomes — showing which channels produce the best pipeline, where drop-off happens, and how your talent supply compares to where you're competing. That data gives TA leaders something concrete to bring to workforce planning and budget conversations, not just fill rate updates. Strategic credibility requires evidence. Findem gives TA teams the evidence to have that conversation.
How quickly can a TA team get started?
Most teams see value in the first few weeks. Connect your existing ATS, activate sourcing agents on your highest-priority roles, and get onboarded with support from practitioners who know how TA teams actually work. No six-month implementation — your team is in the platform and seeing results quickly.
See people in higher resolution.
