Contextual Search
Find candidates by role intent, adjacent domains, and real experience signals — not just keywords.
AI Recruitment Sourcing platform
Search, screen, and engage the right candidates with precision at scale.
Source Ryte-fit Candidates
recruitRyte helps you find, shortlist, and reach out to candidates by understanding real, contextual experience — not just keywords or filters.
800M+ Profiles • 
Reasoning-Based Shortlisting • 
Conversational AI
Find the Right Fit
Search by job description, natural query, boolean query, job
title/keywords.
Text
Similar Profile
Job Title / Keywords
Example: “Senior Java Developer with microservices experience in New York”
⬆ Upload Job Description
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👋 Hi Jane! How can I help refine your search?
Your Search Summary :
• Role: Data Engineering, ETL Engineer +6 more (Current)
• Location: New York, NY (within 50 km)
• Company Size: Emerging (up to 50 employees), Small (51-200 employees), Mid-Sized (201-1000 employees)
• Location: New York, NY (within 50 km)
• Company Size: Emerging (up to 50 employees), Small (51-200 employees), Mid-Sized (201-1000 employees)
experience with 5-7 years.
• Role: Data Engineer
• Location: New York, NY
• Experience: 5-7 years
• Target Companies: Hedge funds with less than 1000 employees
The updated search will focus on Data Engineers in New York with 5-7 years of experience at smaller hedge funds.
• Location: New York, NY
• Experience: 5-7 years
• Target Companies: Hedge funds with less than 1000 employees
The updated search will focus on Data Engineers in New York with 5-7 years of experience at smaller hedge funds.
Would you like to refine the search further, or should I run Smart Screening to rank the best-fit
candidates for you?
646 Profiles
1 selected
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John Doe 6 Yrs Exp.
New York, New York, United States
Senior Data Engineer
Senior Data Engineer at Centiva Capital
Columbia University in the City of New York John Doe worked as a Data Engineer at Spruce from Oct 2019 to
Jun 2021 and as a Senior Data Engineer at SIMON Markets LLC from Jun 2021 to
Aug 2022. Currently, John is an Senior Data Engineer at iCapital
since Aug 2022.
Saige Fuentes 6 Yrs Exp.
New York City Metropolitan Area Data
Scientist Data Engineer at Citadel Rutgers Business SchoolSaige Fuentes is a Data Engineer at Citadel, a Hedge
Fund in the Financial Services industry. Rohit has previously worked as a
Senior Data Scientist at ICE in New York from June 2021 to May 2025 and as a
Financial Engineer at The Oakleaf Group from August 2019 to June 2021.
Bowen Higgins 6 Yrs Exp.
New York, New York, United States Data
Engineer Data Engineer at Tiger Global Management Master Degree at Columbia University in the City of New YorkBowen Higgins is a Data Engineer at Tiger Global Management
located in New York, United States. He previously worked as Information Security AVP
- Data Loss Prevention (DLP) at BNP Paribas from August 2020 to November 2024 and
as Information Security Specialist SOC-DLP at BDC from November 2024 to July 2025. He also
has experience as Software Quality Assurance at Cerence Inc. in
Montreal, Canada Area.
Jamie St. James 5 Yrs Exp.
New York, New York, United States ESG
Data Engineer Analyst ESG
Data Engineer Analyst - DLP (Data Loss Prevention) at BDC
Master Degree at Concordia University Jamie St. James is an IT Security Specialist - DLP (Data Loss Prevention)
based in the New York, New York, United States. She has experience as a Senior
Business Intelligence Analyst, IT Internal Controls & Cybersecurity in
Montreal. Vanessa also worked as a SAP Security Lead at McKesson Canada in St.
Laurent, Quebec.
Mark Twain 7 Yrs Exp.
New York, New York, United States
Software/Data Engineer
Software/Data Engineer at Bank of America Merrill Lynch.
Bachelor of Science at University of CaliforniaMark Twain is an Software/Data Engineer - at Bank of America Merrill Lynch
based in the New York, New York, United States. She has experience as a Senior
Business Intelligence Analyst, IT Internal Controls & Cybersecurity in
Montreal. Vanessa also worked as a SAP Security Lead at McKesson Canada in St.
Laurent, Quebec.
Key Features to find the Ryte-fit candidates
recruitRyte helps you search, refine, and shortlist candidates using real experience signals — not just keywords.
Adjacency & Look-Alike Discovery
Expand beyond exact matches to uncover comparable trajectories, scope, and environments.
Reasoning-Based Shortlisting
See clear fit analysis across skills, scope, seniority, and relevance — so you can shortlist with confidence.
Conversational Refinement
Iterate naturally as you think — adjust seniority, titles, industries, and company sets without filter gymnastics.
Assisted Outreach
Personalize outreach and manage follow-ups without losing control, tone, or deliverability discipline.
Global Talent Surface
Search across 800M+ refreshed profiles to support long-tail, multi-market, and hard-to-source requirements.
How recruitRyte works
A simple loop: describe → reason → refine → outreach.
1
Search (in plain English)
Describe the role, constraints, and “similar companies.” Paste a Job Description, a resume, or a LinkedIn profile.
2
Reasoning-based shortlisting
recruitRyte ranks candidates using contextual signals—not just keywords—and explains why someone fits. Add your own screening questions (even subjective ones) to sharpen the shortlist.
3
Outreach & collaborate
Unlock verified contact details, run email outreach, and share shortlists with stakeholders—fast.
Built for outbound-first hiring where context, reasoning, and fit matter more than keywords
recruitRyte is designed for professionals who actively source, evaluate, and engage talent — not for post-and-pray hiring, inbound-only workflows, or high-volume resume screening.
Talent Acquisition & In-House Recruiters (Outbound-Focused)
In-house recruiters at startups and corporates sourcing niche, senior, or hard-to-fill roles where context, reasoning, and fit matter more than filter-based matching.
Learn more →Hiring Managers Who Source Directly
Engineering, product, and business leaders who personally source candidates and want better signal — not more resumes.
Learn more →Startup Founders Hiring Critical Roles
Founders building their early leadership or technical team who rely on outbound sourcing to find high-impact candidates — not job boards.
Learn more →Executive Search Firms
Search partners identifying passive, high-caliber candidates across adjacent industries, competitor landscapes, and non-obvious talent pools.
Learn more →Staffing Agencies in Headhunting Mode
Agencies running targeted, outbound searches for specialized roles — not transactional, volume-driven staffing.
Learn more →Independent Recruiters & Search Partners
Solo and boutique recruiters managing multiple searches where precision and shortlist quality define success.
Learn more →If your hiring relies on judgment, context, and outbound thinking — recruitRyte was built for how you already work.
What Our Customers Say
"The best talent-sourcing platform that a startup can afford to identify the candidates precisely in a minute."
Frequently Asked Questions
recruitRyte is a conversational sourcing platform with reasoning-based shortlisting—built for outbound recruiting. Describe the role naturally, get targeted candidates, and refine fast without filter gymnastics.
recruitRyte is best when the role is niche, senior, or hard-to-fill and you’re sourcing outbound. If you’re mostly managing inbound applicants, an ATS is the better primary system.
Keyword search matches exact terms. Semantic search improves recall. recruitRyte goes further by evaluating contextual fit signals (role scope, domain relevance, scale, tech equivalence) and showing the reasoning behind rankings.
Yes. You can add role-specific questions—including subjective ones—and recruitRyte uses them to improve ranking and reduce false positives.
Paid plans include unlimited searches. Free accounts include a trial period; plan limits apply to profile visibility and contact unlocks.
recruitRyte supports exports and shareable shortlists today. For ATS integrations, Team/Enterprise customers can request integration options based on their ATS.
Hiring is hard. Finding the right candidates shouldn’t be
Find candidates whose experience matches the real demands of the role — even when titles and keywords don’t.