How does Reclee work?

Tell us the role on a 20-minute call, or by email if that’s faster. From there we handle sourcing, screening, outreach and scheduling end-to-end: your own applicants, your team’s network, and global outbound across LinkedIn and email, deduped and ranked into a single shortlist. You show up to interviews with candidates who are qualified and interested.

What roles do you cover?

Sales and GTM, engineering, and operations, at IC and manager level. We search globally, with depth in the US and Latin America. If your role isn’t listed, ask anyway. Most searches we take on are decided by how well-defined the role is, not by the title.

What do I get, and when?

Three to five candidates, each with a written report, within 5–7 business days of the briefing call. Three to five is deliberate: the people you’ll actually want to meet, not a long list you have to filter down yourself.

15% of first-year base salary, with bonus, commission and equity excluded, paid only when you hire. No setup fees, no subscriptions, no per-seat pricing, no exclusivity. On a $120,000 hire that’s $18,000; a traditional agency charges $24,000–30,000 for the same search.

What if it doesn’t work out?

If nobody on the shortlist is right, tell us what was off and we keep searching at no cost, and you can end the search at any point owing nothing. If someone you hire leaves within the first 90 days, we run the search again and replace them free. That’s a replacement, not a refund, and it doesn’t apply if the role is eliminated or materially redefined.

How are you different from a traditional agency?

You pay 15% instead of the usual 20–25%, because the volume work (sourcing, matching, chasing replies) runs on software we built, which makes a search cheaper to run. The judgment isn’t automated: a person interviews every candidate you see and signs off on the shortlist.

Why not buy sourcing software and do it myself?

You can. The tools are good and they work. The licence isn’t the real cost, though. Your time is. Sourcing, writing the outreach, chasing replies and screening whoever answers all comes out of the week you’d otherwise spend on the business.

AI recruiting agency

Fill your hardest roles in a week.

A shortlist of vetted candidates, each with a written report, in 5–7 business days. You only pay when you hire.

No retainers. No setup fees. 15% on signed offer.

See how it works

Candidate report

A. Okafor

Staff Backend · 9 yrs · B2B SaaS

9+ yrs backend· Strong
B2B SaaS experience· Strong
EN + ES· Confirmed
Salary $140–170K· In range

Recommendation

Okafor stood out for range: she owns architecture decisions while staying close to the code. At her last company she led a team of five through a re-platforming under a hard deadline, and every reference came back with the same word: dependable. We would put her in your first interview slot and open with the

5–7 business days to shortlist
15% on hire
90-day replacement guarantee

Hiring shouldn't take a quarter.

Job boards bury you in unqualified applicants. Traditional agencies take six weeks and charge 20–25%. Either way, your team ends up doing the sourcing.

There's a faster way to get in front of the right people.

Four steps. One week.

You show up to the interviews. We do everything before that.

Day 1
One briefing call
Twenty minutes to define the role: must-haves, deal-breakers, salary range, and what “great” looks like on your team. That’s the last time we need you until the shortlist lands.
Role criteria
Senior Backend Engineer
Locked Day 1
- 9+ yrs backend, production ownershipDeal-breaker
- System design at scaleMust-have
- B2B SaaS, ideally paymentsStrong plus
- English C2, 6h overlap with US EasternDeal-breaker
- Still writes code weeklyNice to have
Band $140–170K · Remote · Replaces a departing lead
Days 1–3
We search everywhere
Your applicants, your team’s network, and the open web. We score profiles against your exact criteria and dedupe everything into one ranked list, not a pile of keyword matches.
Ranked longlist
Senior Backend Engineer
Scored against 5 criteria
01AOA. OkaforStaff Backend · B2B SaaS97
02SIS. ItoSenior Platform · Fintech94
03MDM. DuarteBackend Lead · Marketplace91
04KNK. NovakSenior Backend · Payments89
05RMR. MensahPlatform Eng · Logistics86
06LCL. ChenStaff Engineer · Infra84
07TAT. AlmeidaBackend · Healthtech82
08POP. OkonkwoSenior Backend · E-commerce79
09JSJ. SilvaBackend · Fintech77
10NHN. HaddadPlatform Eng · B2B SaaS75
11CWC. WrightSenior Backend · Adtech73
12DKD. KimuraBackend Lead · Devtools71
13FMF. MoreauSenior Backend · Travel68
14GAG. AdeyemiStaff Backend · Payments66
15VPV. PetrovBackend · Gaming64
Sourced and scored2,847 profiles
Days 3–5
We screen and interview
We reach out, qualify, and interview. Every candidate you see has been vetted by a person, not just matched by a model. We confirm they’re interested, available, and inside your salary range before you meet them.
After screening
Senior Backend Engineer
Interviewed by a person
01AOA. OkaforStaff Backend · B2B SaaS97
02SIS. ItoSenior Platform · Fintech94
03MDM. DuarteBackend Lead · Marketplace91
04KNK. NovakSenior Backend · Payments89
05RMR. MensahPlatform Eng · Logistics86
06LCL. ChenStaff Engineer · Infra84
07TAT. AlmeidaBackend · Healthtech82
08POP. OkonkwoSenior Backend · E-commerce79
09JSJ. SilvaBackend · Fintech77
10NHN. HaddadPlatform Eng · B2B SaaS75
11CWC. WrightSenior Backend · Adtech73
12DKD. KimuraBackend Lead · Devtools71
13FMF. MoreauSenior Backend · Travel68
14GAG. AdeyemiStaff Backend · Payments66
15VPV. PetrovBackend · Gaming64
Contacted 51 · replied 23 · interviewed12 candidates
Days 5–7
Your shortlist arrives
Interview-ready candidates, each with a written report. You read, you pick, you interview. Nothing else to manage.
Shortlist · Delivered Day 6
Senior Backend Engineer
3 of 3 with reports
AOA. OkaforStaff Backend · 9 yrs · B2B SaaS87
Led a five-engineer re-platform serving 40M requests a day: p95 latency down 38%. Strongest systems background on this list.
SIS. ItoSenior Platform · 8 yrs · Fintech84
Payments infrastructure at scale, PCI environment end to end. Wants more product ownership than her current role gives her.
MDM. DuarteBackend Lead · 11 yrs · Marketplace81
Deepest hands-on depth of the three; still ships weekly. Least exposure to the compliance side, worth probing.

AI does the volume. A person does the judgment.

Most AI recruiting tools hand you a list and wish you luck.

A recruiter you can name

Every role gets a dedicated recruiter who runs your search and answers your questions. Not a queue, not a chatbot, not a support ticket.

Built on our own sourcing engine

We’re not recruiters with a LinkedIn subscription. We built the software we use, so we search the whole market instead of one person’s network.

You take no risk

No retainers. No setup fees. No per-seat pricing. You pay 15% when your hire signs, and if it doesn’t work out in 90 days we replace them free.

Kevin Chen

Founder & CEO, Reclee

I'm an engineer by background. What struck me about recruiting was how much of a search is repeatable work done by hand, and how that leaves almost no time for the part that matters. So we built the sourcing engine first, and gave the time back to our team. Whoever takes your brief makes informed decisions before presenting you the shortlist.

You don't get resumes. You get a case for each candidate.

Every candidate on your shortlist arrives with a written report. No guessing why they're on the list, no reading between the lines of a CV.

A clear recommendation, with the weighted score behind it
Pass or fail on every hard requirement you set: language, years in the role, deal size, salary range
Each criterion scored and weighted, with the evidence from the interview written next to it
A written profile: what they’ve actually done, in their own numbers
Named reservations: the gaps, the risks, and what to probe if you decide to interview them
Conditions: salary expectation, current compensation, work setup and availability

The reservations are the part most agencies leave out.

Candidate report · Sample

S. Ito

Senior Platform Engineer · Shortlist #2 of 5

Recommendation

Advance to interview. 84/100 weighted, the best infrastructure depth on this list.

Hard requirements

English C1, interviewed in English
8 yrs platform, requirement was 8+
Salary $145K, inside your $140–170K band
Timezone: 4h overlap with US Eastern

Scored criteria

Infrastructure · 9/10 · weight 30%
Runs a 200-service mesh today; walked through a zero-downtime migration step by step.
System design · 7/10 · weight 25%
Solid trade-off reasoning, though he leans on known patterns over first principles.

Profile

Owns the platform serving 900 engineers at a fintech scale-up. Built the deploy pipeline that took release time from 4 hours to 20 minutes.

Reservations

Less product-facing than the brief asked. Probe comfort owning features end to end.
Strong async-writing culture fit; confirm if your team runs meeting-heavy.

Conditions

Salary expectation: $145–155K
Current comp: $132K base
Work setup: Remote, CET
Availability: 4 weeks’ notice

Candidate report · Sample

M. Duarte

Backend Lead · Shortlist #3 of 5

Recommendation

Advance to interview. 82/100 weighted, the strongest people-leadership signal on this list.

Hard requirements

English C2, interviewed in English
10 yrs backend, requirement was 8+
Salary $160K, inside your $140–170K band
Timezone: full US Eastern overlap

Scored criteria

Team leadership · 9/10 · weight 25%
Grew an 8-engineer team with 100% retention across two years; references volunteered it.
Marketplace domain · 8/10 · weight 20%
Deep checkout and payments experience; knew our brief’s edge cases before we raised them.

Profile

Led an 8-engineer team through a marketplace re-architecture: checkout errors down 70% while shipping the two biggest revenue features of the year.

Reservations

Hands-on coding is lighter. Last significant IC work was 18 months ago.
At the top of your salary band; little negotiation room.

Conditions

Salary expectation: $160–170K
Current comp: $148K base
Work setup: Hybrid OK, EST
Availability: 3 weeks’ notice

Candidate report · Sample

A. Okafor

Staff Backend Engineer · Shortlist #1 of 5

Recommendation

Advance to interview. 87/100 weighted, the strongest systems background on this list.

Hard requirements

English C2, interviewed in English
9 yrs backend, requirement was 8+
Salary $150K, inside your $140–170K band
Timezone: 6h overlap with US Eastern

Scored criteria

System design · 9/10 · weight 30%
Walked through her payments re-platform trade-offs unprompted, including what she’d do differently today.
Hands-on depth · 8/10 · weight 25%
Live-coded a queue consumer with clean error paths. Still ships production code weekly.

Profile

Led a five-engineer platform team through a re-platform serving 40M requests a day: p95 latency down 38%, on-call pages cut in half, zero missed releases in the final two quarters.

Reservations

No compliance-heavy environment yet. If PCI matters, probe it in the first call.
13 months in current role; context is a post-acquisition reorg, references confirm.

Conditions

Salary expectation: $150–160K
Current comp: $138K base + bonus
Work setup: Remote, 6h EST overlap
Availability: 2 weeks’ notice

The fine print, out loud.

Cost, risk, exclusivity. Answered before you have to ask.

Tell us the role. We'll show you candidates.

Twenty minutes on the role. You'll leave knowing whether we can fill it, and how fast. If we can't, we'll say so.

Book a call

Fill your hardest roles in a week.

Hiring shouldn't take a quarter.

Four steps. One week.

One briefing call

We search everywhere

We screen and interview

Your shortlist arrives

AI does the volume. A person does the judgment.

A recruiter you can name

Built on our own sourcing engine

You take no risk

You don't get resumes. You get a case for each candidate.

The fine print, out loud.

How does Reclee work?

What roles do you cover?

What do I get, and when?

What does it cost?

What if it doesn’t work out?

How are you different from a traditional agency?

Why not buy sourcing software and do it myself?

Tell us the role. We'll show you candidates.