A staffing agency,
built like a software company.
We're recruiters who got tired of doing the same manual work over and over - so we built the tools to handle it. Now we run searches across every function our clients hire for, with a small senior team and an internal AI stack that does the heavy lifting.
"Use AI everywhere it earns its keep. Keep humans where they actually matter."
Most of recruiting is repeatable work - mapping a market, ranking signal, drafting a first-pass message, scheduling a call, keeping the ATS clean. That work doesn't need a person; it needs leverage. We've spent the last few years building it.
But the parts that actually decide whether a hire happens - the conversation that earns a reply, the screen that catches a non-obvious fit, the close call when comp is tight, the gut read on whether someone will land in your culture - those are human jobs. We don't outsource them to a model and you shouldn't either.
Our principle: AI runs the searches, humans run the conversations.
Where the machines work for us
A short tour of where AI shows up in our workflow - and where it deliberately doesn't.
Where we lean on AI
Market mapping
Crawls the open web - GitHub, portfolios, deal histories, conference talks - to surface candidates LinkedIn alone misses.
Signal ranking
Scores prospects against a calibrated scorecard so our recruiters spend their time on the right people first.
Outreach drafting
First-pass message drafts written from your domain in your voice. A senior recruiter rewrites and sends.
Inbox triage
Sorts replies, flags warm leads, drafts responses. We send. The candidate always talks to a person.
ATS hygiene
Keeps notes, scorecards, and pipeline stages clean and synced - no more 'where's that candidate?' moments.
Reporting
Generates the weekly digest, the funnel snapshot, the comp benchmark. We sanity-check before sharing.
Where humans lead
- Calibration with your hiring manager
No model can hear what 'great' means in your team's voice.
- The actual screen
Live conversations, structured notes, real judgment.
- Reading fit
Culture, motivation, what they're running toward or away from.
- Negotiation & close
Comp, counter-offers, backchannels, the awkward stuff.
- The relationship
Most of our hires come from people we've known for years.
How we operate
A short list of the things we've decided not to compromise on.
Visibility by default
Every search runs in your portal. You never have to ask where things stand.
Senior recruiters only
No junior pass-through. The person you talk to is the person doing the work.
Honest pricing
Quotes in writing before you commit. No surprise invoices. Minimum terms only where they earn their keep.
Candidate-side dignity
Real responses, real feedback, real humans on the other end of the conversation.
Justin C.
Founder & CEO · Modern Resourcing
Modern Resourcing started as a technical-recruiting shop and grew into something stranger: a staffing agency that builds its own software.
After years inside hyper-growth teams - placing engineers at companies like Astronomer, Resolve.ai, Axiamatic, and Greylock-backed startups - I kept watching senior recruiters spend the bulk of their week on work that wasn't recruiting. So we started building tools to take that work off the table, and we kept building them. The result is what you see today: a small senior team, an internal AI stack that does the heavy lifting, and a client portal that puts the whole process in front of you in real time.
More about me, and the rest of the team, coming soon.
Want to see it work?
Book a 30-minute call and we'll walk you through the stack - the AI tools, the human workflow, the client portal - using one of your real open roles as the example.