Better candidates, found faster.
Black Dragon handles the search, the research and the first read of every profile. Recruiters get a ranked shortlist with the reasons shown, and make every decision themselves.
Finds the people others miss.
A search starts from the job description. Black Dragon reads it, picks out the essentials such as platform, location and experience, and asks the recruiter to confirm them before anything runs. If the description changes, the brief is checked again.
It looks through the existing candidate library first, then searches the wider market for the shortfall. That reaches strong specialists who aren't actively looking, not just the people on job boards.
Completes every profile.
Thin profiles waste a recruiter's time. Black Dragon fills in each candidate's work history, skills and location automatically, and records where every detail came from.
Recruiters judge real experience rather than a one-line headline, and can check the source behind anything they read.
Grades the fit with evidence.
Every candidate is assessed against the confirmed brief using their own profile. Claims a candidate hasn't made themselves don't count towards the match.
Strong and likely matches rise to the top of the shortlist, with the reasons shown beside each name, so a recruiter can see why someone is there at a glance.
The software prepares. Recruiters decide.
A shortlist, not a verdict
Results arrive on a review dashboard. Recruiters make the call, add notes and move people forward. The software never decides who is contacted.
Every decision recorded
Each reviewer's decisions and notes are kept against the search, so a team can see who looked at what and why.
Each firm's data stays its own
Every recruitment firm works in its own workspace. Searches, decisions and notes are visible only to the people in that firm.
Gets stronger with every search.
Every profile Black Dragon finds is kept, whether or not it fits the current role, along with its source history. Firms can also import their existing candidate records. Each new search starts with more people than the last.
The case for doing search differently.
Screening takes up recruiters' time, firms expect technology to give hours back, and the people worth finding are often not applying.
Talk to us about your next search.
Tell us about the role and we'll show you how we'd approach it.