The candidates you most want may never see your job ad.
Yena helps recruiting teams find hard-to-reach candidates, understand why they fit, contact them, and keep every search connected to the ATS and CRM.
Why Yena exists
Recruiting teams should not begin every mandate with a blank spreadsheet, a fresh LinkedIn search, and the hope that the right person happens to apply.
Yena turns a role brief into a searchable view of the relevant candidate market. Review the evidence behind each match, refine the search with feedback, reveal available contact data, and move selected people into outreach, ATS, and CRM workflows.
Find the market, not only applicants
Describe the person you need. Yena searches beyond the inbound funnel and surfaces relevant profiles with clear reasons to review them.
Refine with recruiter judgment
Review the evidence behind each candidate, then use your team's feedback to improve the current search.
Keep the work connected
Candidate evidence, available contact data, outreach context, ATS activity, and CRM history stay part of one recruiting workflow.
Built for teams hiring hard-to-reach talent.
Executive Search Firms
Build defensible shortlists for difficult and confidential mandates without recreating the candidate market from scratch.
What changes
Evidence behind every shortlist and market knowledge that survives the mandate.
Staffing and Recruitment Agencies
Move from a new client brief to a relevant candidate market before the search becomes another manual research project.
What changes
Faster discovery, reusable candidate intelligence, and outreach connected to delivery.
In-house Talent Teams
Reach people who are succeeding elsewhere instead of depending entirely on job advertising or external agencies.
What changes
A proactive talent pipeline the internal team can understand, improve, and own.
Before Yena, I spent 15 years in executive search and talent advisory, including running my own recruitment firm. We paid for the ATS, premium sourcing tools, and a candidate database we expected to make each new search easier.
Yet on difficult mandates, we still opened a blank Excel sheet and started another LinkedIn search from scratch. My team kept asking for more job ads. Waiting for applicants was the familiar move, even when the people we wanted were unlikely to apply.
But the people we most wanted were not waiting for us.
They were already succeeding in roles they had no reason to leave. Job advertising could create useful inbound demand, especially for volume hiring. It could not be our only strategy for finding scarce specialists and leaders.
That exposed the real problem. Our ATS could store applicants. Our sourcing subscriptions could show profiles. Neither turned what the team learned into a lasting recruiting advantage:
- every shortlist was rebuilt from a fresh search
- recruiter judgment disappeared into notes and spreadsheets
- valuable candidate relationships were scattered across tools
- when the next mandate arrived, the system had forgotten the market
Yena began with a different belief: recruiting software should not merely record the search. It should help move it forward.
So we built Yena around three convictions:
Proactive by default
The strongest candidate may never apply. Yena should help the recruiter find them, understand the evidence, and make the first move.
Evidence before black-box scores
A shortlist is useful when a recruiter can see why each person belongs on it, challenge the reasoning, and improve the current search.
Every search should compound
The people, decisions, messages, and market knowledge created by one mandate should become an advantage on the next.
Today, Yena helps recruiters describe a mandate in natural language, inspect the evidence behind candidate matches, refine a search through review, reveal available contact data, and carry selected people into outreach, ATS, and CRM workflows.
The point is simple: a recruiter should not have to rediscover a market the team has already worked hard to understand. The system should preserve that work and make it useful when the next mandate arrives.
That is the standard we are building Yena to meet: less rebuilding, better shortlists, and more time for the conversations that decide a hire.
Bring a real role · No presentation required
What we believe
Recruiter judgment is the signal
AI should show its reasoning and give recruiters a clear way to improve the shortlist.
Relationships should survive the search
A valuable candidate should not disappear into a spreadsheet when one mandate closes.
Momentum over administration
The system should move a recruiter from brief to conversation, not create another place to maintain.