Which roles does PullSeek predict today?

Engineering roles only, in version one — that is where the signals are clearest. Sales predictions are planned for version 2. Other functions wait until prediction accuracy justifies them. Coverage is US-first.

How is a PullSeek prediction graded?

When a prediction's window closes, it is compared with the job descriptions the company actually published. A prediction counts as a hit only if a real posting matches the predicted role and level within the 12-month window. That accuracy rate — predicted vs. actual — is the product's north-star metric. PullSeek does not publish an accuracy percentage; predictions are estimates, not guarantees.

What does a hiring manager get from PullSeek?

A small set of 5–8 people at a time, every 3–6 months, matched to the roles their team is predicted to need before any requisition exists. The introductions are for relationship meet and greets — not interviews, not resumes to screen, and with no obligation to hire.

What does PullSeek cost?

For job seekers, the core flow is free — companies pay. Predictions, introductions, and relationships cost a seeker nothing to start: the free Starter plan covers 25 applications with no payment info. A seeker who wants more application volume can optionally add it — Professional at $49 for 150 credits and Unlimited at $129 uncapped (unused credits carry over 90 days); premium is optional volume, not the price of the core. For companies: a flat annual subscription — $12,000 per year for up to 20 potential roles, $25,000 per year for up to 100 potential roles, and $50,000 per year flat beyond 100 potential roles. Recruiters license the predicted-role feed separately.

Does PullSeek contact people or submit applications without approval?

Never. Every introduction, follow-up, resume change, and application is held for the user's review and explicit approval. 100% of sends are approved by the user first; nothing is sent invisibly.

Who is PullSeek built for?

The top 2–5% of passive job seekers — strong people who are employed, not scrolling job boards, and who want a relationship with a company before a job exists. Success for PullSeek is deliberately not mass scale: if everyone were in the pool, a hiring manager's 5–8 introductions would mean nothing.

In beta · Built for passive seekers · 50,000 companies tracked

Meet the hiring manager before the job is posted.

Q: What is PullSeek?

PullSeek is a hiring-prediction and early-connection service operated by Jobs for Humans LLC, currently in beta. It predicts the roles companies will hire in the next 12 months — the role, the level, and the kind of person who fits it — across 50,000 tracked companies, and connects passive job seekers with the people inside those companies before the job is posted, so a relationship can form first.

Q: What exactly is a predicted role?

A specific call — role, level, and candidate profile — that a tracked company is likely to hire within the next 12 months, made from signals like new executives, funding, expansion, and hiring history. Each prediction shows its confidence and its reasons, and each is later graded against the job descriptions the company actually posts.

Q: How many companies does PullSeek track?

50,000 companies, each with 1,001+ employees, a website, and a career page. Their career pages are monitored continuously, with most syncs landing in under 10 minutes, typically 24–48 hours before a role reaches the big job boards.

Q: Which applicant tracking systems does PullSeek support?

Workday, Greenhouse, Lever, Ashby, Rippling, and iCIMS, plus company career pages that do not run on a major ATS.

You're not job hunting — we introduce you to teams months before they hire, so you're already known when the job opens.

See who's hiring next Meet companies early

Built for people who aren't scrolling job boards. Free to start — no payment info. Predictions start with engineering roles.

Hiring manager? Get 5–8 people worth meeting — not 10,000 resumes →

PULLSEEK · LIVE FEED — EXAMPLE

◉

Predicted: Senior Platform Engineer

A payments company is likely to hire this role in the next 2 quarters — new VP Engineering + infrastructure signals. Time to meet the team now, months before any post.

82%

◎

People to meet at this company

Likely hiring manager: the VP Engineering. The platform team lead. Peers in the group you'd join. Intro paths ranked by how relevant they are to your background.

New

✎

Intro draft ready for review

A short, specific note to the platform lead — built on the team's public work, not a template blast. Waiting on you.

Review

✓

Relationship started

Intro sent — with your approval. Replies route back to your dashboard. When the role posts, you apply already known.

Done

50,000Companies tracked — every one with 1,001+ employees, a website, and a career page

12 moPrediction horizon — roles a company is likely to hire, and the people to meet before they post, graded against what actually opens

< 10 minCareer-page sync — when a role you've been building toward finally posts, you hear about it in minutes, not days

100%Of introductions and applications approved by you first. Nothing is ever sent invisibly

The gap

Passive seekers don't want to apply. They want in early.

The best candidates aren't refreshing job boards. They're employed, they're busy, and a cold application portal is the last thing they'll use. What they want is what has always actually worked: a relationship with the people inside — started before the job exists.

The job-board way

—The role posts. Hundreds of people apply the same week.
—Nobody at the company knows your name.
—You're a PDF in a queue, screened in seconds.

The PullSeek way

✓The hire is predicted months out — and you see the people behind it.
✓You introduce yourself and build a real relationship while the role takes shape.
✓When the role posts, you apply as someone the team already knows.

How a connection runs

From signal to relationship — before there's anything to apply to

Most job tools start at the job post. PullSeek starts a year earlier, with the signals that a hire is coming — and turns that head start into introductions, not just alerts.

01Signals

Funding, new executives, expansion, layoff and growth data — watched continuously.

→

02Prediction

The role, level, and profile a company will likely hire in the next 12 months — and who will likely own the hire.

→

03People

We map the team: the likely hiring manager, the team lead, and the peers you'd work alongside.

→

04Connect

A short, specific introduction is drafted — to a person, not a portal. You approve every word before it sends.

→

05Relationship

You stay in touch while the role takes shape. When it posts, a tailored application follows — still approved by you, now backed by a warm relationship.

It's a two-way street

Seekers want intros. Hiring managers want people. Both want fewer, better matches.

Job seekers don't want another portal to apply on. Hiring managers don't want another pile of resumes. PullSeek sits in the middle — matching a small set of people to a manager's potential needs, early enough for a real relationship to form.

A

For passive seekers — you want the intro

You're good at what you do and you're not scrolling job boards. PullSeek tells you which companies will need you next — and gets you introduced while there's still time for it to matter.

Predicted roles matched to your profile — months before they post
The people to know at each company: hiring manager, team lead, peers
Intro drafts written to a specific person, approved by you before anything sends
When the role posts: a tailored application, still approved by you — now with a relationship behind it
Free tier: 25 credits to start

How the product works

B

For hiring managers — you want people, not volume

You already get overwhelmed. Post a role and 10,000 resumes arrive — and the best people, the passive ones, never applied at all. PullSeek does the opposite: a small set, matched to what you're likely to need next.

5–8 people at a time — never a flood, never a database dump
Matched to your potential needs — the roles we predict your team will hire, before any req exists
Every 3–6 months — a short set of relationship “meet and greets,” not interviews and not a pitch
No commitment to hire. Just meet people worth knowing, so when the role opens you already know who fits

PullSeek for hiring managers

For hiring managers

10,000 resumes is not a pipeline. 5–8 good meetings is.

The problem isn't a lack of applicants — it's too many, too late, all strangers. By the time a role posts, you're screening a crowd under time pressure, and the strongest candidates aren't even in it.

10,000sResumes a single posting can draw — more than any manager can actually read

5–8People in a PullSeek set — matched to your predicted needs, small enough to actually meet

3–6 moCadence — a new small set every few months, not a constant stream

0Resumes to screen. These are introductions and conversations, not applications

Hiring today

—The req opens, the flood arrives, and screening becomes skimming.
—Passive candidates — often the strongest — never see it or never apply.
—Every finalist starts as a stranger, judged on a PDF in seconds.

With PullSeek

✓We predict what your team will likely need next, and match people to that — specifically.
✓You meet 5–8 of them, casually, over a cycle. A meet and greet, not an interview loop.
✓When the role does open, you're not starting from zero — you already know who you'd call first.

That's why the set stays small. Five to eight relationships you can actually maintain are worth more than ten thousand resumes you can't. How it works for hiring managers →

Why early is the edge

By the time it's posted, it's a crowd. The edge is being known before it exists.

Prediction buys the one thing a job post never gives you: time. Time to meet the people, understand the team, and become a familiar name before the requisition opens. And the predictions themselves are still graded — of the roles we predict, how many does the company actually post within 12 months? Every call is kept and scored against the real job description when it appears — hits, misses, and all.

Role + level + profile

A prediction is specific: not "they'll hire engineers," but "a senior platform engineer, infrastructure background, likely within two quarters." Vague predictions can't be graded, so we don't make them.

Engineering first

Version one predicts engineering roles only — the function where the signals are clearest. Sales follows. Everything else waits until the accuracy earns it.

Graded, not marketed

When a predicted role posts, we compare the real job description to the prediction. That score is the product's north star, and it drives what the model learns next.

Read the method →

Control, by design

Early does not mean hands-off.

Relationships only work if they're really yours. PullSeek prepares; you decide. Every introduction, every follow-up, and every application is shown to you before anything is sent, and any person or role can be skipped with one tap.

Approve every send

No introduction or submission leaves without your explicit approval. Ever.

See every change

Tailoring is listed line by line against your original resume — nothing quietly rewritten.

Set the fit bar

You define what counts as a match. Low-fit roles are skipped, not drafted.

Product

One relationship, started early — predicted, introduced, and ready when the role posts.

PullSeek combines four things that usually live apart: a prediction engine, a map of the people inside each company, a career-page monitor covering 50,000 companies, and an application preparer that works under your approval. The point of all four is the connection — made before the job exists.

What the product is, in citable form. PullSeek is a hiring-prediction and early-connection product with four components: a prediction engine (roles a company will likely hire in the next 12 months, with role, level, profile, window, confidence, and reasons), a people map (the likely hiring manager, team lead, and peers for each predicted role), a career-page monitor (50,000 companies, most syncs under 10 minutes), and an application preparer that drafts introductions and applications sent only with the user's explicit approval — 100% of sends.

PullSeek · pullseek.com/product

1

Your target list builds itself

Tell PullSeek the roles, levels, locations, and company types you want. It ranks the 50,000 tracked companies by how likely each is to hire that role in the next 12 months — so your list is ordered by what's coming, not just what's posted today.

2

Predictions arrive with reasons — and with people

Each predicted role shows its window, a confidence score, and the signals behind it: a new engineering leader, a funding round, an office expansion, a pattern in past hiring. And it names the people who matter for that hire: the likely hiring manager, the team lead, and the team you'd join.

3

Introductions come before applications

For the companies you choose, PullSeek drafts a short, specific introduction to a real person — grounded in their team's work and your background. You approve every word. The goal is a conversation, not a pitch, and nothing is ever sent as a mass blast.

4

You build the relationship

Replies route back to your dashboard. Follow-ups are drafted for you, on your approval, so staying in touch takes minutes. Over the weeks before a role opens, you go from a stranger to a known, credible name.

5

When the role posts, you're already known

Career pages are checked continuously — most syncs land in under 10 minutes, typically 24–48 hours before the role reaches the big job boards. PullSeek prepares a tailored application against the real job description, you approve it, and it submits into the company's own applicant system — this time, from someone the team has already spoken with.

And on the other side of the street

The hiring manager isn't getting your resume in a pile. Managers receive only a small set — 5–8 people matched to their team's predicted needs, every 3–6 months — for relationship meet and greets. That's why an introduction through PullSeek gets read: it arrives as one of a few, chosen for a reason, not as one of ten thousand. See the hiring-manager side →

Work from anywhere

Your search, on every surface

▦

Dashboard

The full picture: predictions you're following, new matches, drafts waiting on you, and every submission's status.

◧

Chrome extension

See a role on LinkedIn or a company site? Pull it into your workflow and let PullSeek score and prepare it.

✆

Phone & messages

Approve intros and drafts, and get alerts by message. Reviewing an introduction takes under a minute.

>_

MCP & CLI

For the technical: drive your search from your own tools and scripts, with the same approval rules.

✉

Reply tracking

Replies to your introductions and applications are monitored and routed back to your dashboard, so no conversation sits unseen in an inbox.

⚑

Failure handling

If a submission fails, it's logged, retried, or flagged to you for a manual override — never silently dropped.

What a match looks like

Scored against your profile — and the score is explained

A match score is only useful if you can see why. PullSeek shows which requirements you meet, which you don't, and how the tailoring closes the honest gaps — it never invents experience you don't have. And every match carries the people attached to the role, so a match is a person to meet, not just a posting to chase.

✓Must-haves first. Required skills and level are checked before nice-to-haves.
✓Low fit is skipped. Roles under your threshold never become drafts.
✓Your words, sharpened. Tailoring rephrases your real experience toward the posting — it does not fabricate it.

MATCH — EXAMPLE

94

Senior Frontend Engineer

Must: React ✓ · TypeScript ✓ · 5+ yrs ✓ — Nice: GraphQL (your project work counts, shown as such)

Ready to prep

86

Product Engineer

Must: full-stack ✓ · TypeScript ✓ — Draft queued behind the 94% match

Queued

18

Lead .NET Engineer

Stack mismatch — skipped automatically, no draft prepared

Skipped

Predicted roles

The roles companies haven't posted yet.

A prediction names the role, the level, the profile that fits it, the likely window, and the signals behind it — plus the people likely to own the hire, so you can start the relationship now. Follow one, and PullSeek watches that company's career page until the real post appears. This page shows the top 20 — join the waitlist to see more.

Company type	Predicted role	Level	Window	Confidence	Signals behind it

Examples, shown the way a real prediction reads — ranked by confidence, top 20 only. Live predictions for the companies you follow appear in the app at app.pullseek.com.

Want to see more predictions?

You're viewing the top 20 predictions. Join the waitlist to see the rest — every prediction across the 50,000 tracked companies, with the people to know at each one.

Join the waitlist

Free for job seekers. Companies pay.

Specific, or it doesn't ship

"Will hire engineers" is not a prediction. Role, level, and candidate profile are all named up front, so the call can be graded later.

Engineering first

Version one covers engineering roles only. Sales predictions follow in v2; other functions wait until accuracy earns expansion.

Every call gets graded

When the window closes, each prediction is checked against the roles the company actually posted. Accuracy is the north-star metric.

How to read a prediction

Seven parts. Every prediction has all of them.

A prediction is a structured claim, not a tip. If any part can't be supported by the signals, the prediction isn't published — which is what makes each one citable and, later, gradable.

Predicted role, defined. A specific call that a tracked company is likely to hire a given role, at a given level, for a given candidate profile, within a stated window inside 12 months — published with a confidence score and the signals behind it, and graded later against the real posting.

PullSeek · pullseek.com/predictions

RoleThe specific job family and title pattern — "Senior Platform Engineer," not "engineering hires."

LevelSenior, staff / principal, or leadership — stated up front, because the grade requires a match on level as well as role.

ProfileThe kind of candidate the role will ask for, so a seeker can judge fit before any introduction is drafted.

PeopleThe likely hiring manager, the team lead, and the team the role joins — the part that turns a prediction into a relationship.

WindowWhen the role is likely to post, inside a 12-month horizon — "next 2 quarters" or "within 12 months" in the examples above.

ConfidenceA score for comparing calls across companies. It is an estimate from the strength of the signals, not a probability guarantee.

ReasonsThe signals behind the call, shown with it — a new engineering leader, a funding round, an expansion — so anyone can judge the call for themselves.

GradeWhen the window closes, the prediction is compared with the job descriptions the company actually published. The full rule is on the grading page.

Company directory

50,000 companies. One watchlist.

The directory tracks 50,000 companies — each with 1,001+ employees, a website, and a career page we monitor. Search the preview below — it shows 20 companies. Join the waitlist to see more; the full directory, with predicted roles and the people to know at each company, lives in the app.

The directory, defined. PullSeek's company directory is a tracked universe of 50,000 companies. A company is included only if it meets all three criteria: 1,001+ employees, a public website, and a career page PullSeek monitors directly. The universe is US-first, and every career page in it is checked continuously, with most syncs landing in under 10 minutes.

PullSeek · pullseek.com/directory

Want to see more companies?

You're viewing 20 companies. Join the waitlist to see more — the complete 50,000-company directory, with predicted roles and the key people at each company.

Join the waitlist

Free for job seekers. Companies pay.

Preview, not the whole list. This page shows 20 sample entries so you can see how the directory reads. The complete 50,000-company directory — searchable, with live career-page status, predicted roles, and the key people at each company — is the app at app.pullseek.com, the next build after this website.

How to read an entry

Every entry carries one of three states.

Each company in the directory is labelled by what PullSeek currently sees there. The states are defined the same way everywhere on this site:

Predicted role

The strongest state: PullSeek has published a specific prediction for this company — a role, level, and profile it is likely to hire within 12 months — with a confidence score (for example, "Senior Platform Engineer · 82%"). This is the moment to meet the people there, before anything posts.

Hiring signal

Signals are moving — a new leader, funding, expansion, a shift in hiring patterns — but they don't yet support a specific call. No prediction is published until the signals can name a role and a level; "will hire engineers" is not a prediction.

Watching

The company's career page is monitored continuously and its signals are tracked, but nothing currently points to a hire in the window. Watching is the default state for most of the 50,000 — and the reason a new signal is caught the moment it appears.

In the full directory

What the app adds to every entry.

The preview above shows how an entry reads. The full directory at app.pullseek.com attaches the working layers to all 50,000 companies:

Predicted roles

Each company's live predictions — role, level, profile, window, confidence, and the signals behind the call — refreshed as signals change and graded when the window closes.

The people to know

The people map for each predicted role: the likely hiring manager, the team lead, and the peers on the team — so an entry is a set of people to meet, not just a company to watch.

Live career-page status

Whether the page is syncing normally and when a watched role actually posts — most syncs land in under 10 minutes, typically 24–48 hours before the role reaches the big job boards.

Coverage criteria and limits are stated in full on the data & coverage page; every headline number is on the facts page.

How it works

Set it up once. Meet people while everyone else waits for the post.

01Set it up once

Resume + the roles you want.

→

02See your list

Who's likely to hire next — and who runs the team.

→

03Meet people

A short intro, approved by you. To a person, not a portal.

→

04Stay in touch

A few minutes now and then. Replies in one place.

→

05Apply known

When it posts, you apply as someone they already know.

What it costs in time

Setup takes a few minutes. After that, most people spend about a minute per introduction or draft — read it, approve or skip. The watching, checking, and preparing happen without you.

What it never does

It never contacts anyone or submits anything without your approval, never invents experience on your resume, and never prepares drafts for roles under the fit bar you set.

For the hiring manager on the other side

Your introduction doesn't land in a pile. Managers are matched only a small set of people — 5–8 every 3–6 months — fitted to the roles their team is predicted to need. You're one of a few people they actually meet, in a meet and greet with no req and no pressure. The hiring-manager view →

The numbers behind it

How it works, in citable figures.

50,000Companies watched — each with 1,001+ employees, a website, and a career page

12 moHow far ahead predictions look — long enough to build a relationship before the post

< 10 minTypical career-page sync — and typically 24–48 hours before a role reaches the big job boards

100%Of introductions, follow-ups, and applications approved by you first — the approval rule, with no exceptions

Every figure here is collected in one place on the facts page, and the terms are defined in the glossary.

For passive seekers

You're not job hunting. Here are your questions, answered.

Most people PullSeek is built for have a job. These are the questions they ask first.

How much does this cost?

The core flow is free for job seekers — companies pay. Predictions, introductions, and the relationships you build cost you nothing to start, and the free Starter plan covers 25 applications with no payment info. Companies fund the model with a flat subscription: $12,000/yr for up to 20 potential roles, $25,000/yr for up to 100, and $50,000/yr flat beyond that. If you later want more application volume, you can optionally add it — Professional is $49 for 150 credits, Unlimited is $129 uncapped, and unused credits carry over 90 days. Premium is extra volume, not the price of the core. Full detail on the pricing page.

I'm happy where I am. Why do anything now?

Because now is when you have leverage. Meeting people takes weeks, and it only works before a role posts and a crowd forms. A few minutes now means that if a great role opens in six months, you're not starting from zero — you're already known.

Will my current employer find out?

No outreach happens publicly, and nothing is sent without your approval of the final draft. You choose who to approach, you can skip anyone — a current colleague, a partner company, anyone — and you can pause everything at any time.

Does this make me look like I'm job hunting — or desperate?

No. An introduction here isn't an application. It's a short, specific note to one person about their team's work — the same kind of conversation people have at meetups and conferences. There's no open role, no pitch, and no follow-up you didn't approve.

I hate networking. Is this just networking?

It's the useful part without the grind. No events, no cold messages to strangers, no list of 200 contacts to maintain. PullSeek narrows it to the handful of people at companies likely to need you next, drafts the first note, and you spend about a minute deciding: approve, edit, or skip.

How much time does this actually take?

Setup takes a few minutes. After that, about a minute per introduction or follow-up — read it, approve or skip. The watching, checking, and preparing happen without you. Over weeks, a few minutes here and there is how a cold name becomes a warm one.

Will hiring managers be annoyed? Is this spam?

No — and the small set is why. Managers get 5–8 matched people every 3–6 months for meet and greets, not a flood. You arrive as one of a few, matched to a need they're predicted to have — not as one more cold email in an inbox of thousands.

What if things change

Predictions, timing, and saying no.

What happens when a prediction misses, a role posts, or you change your mind.

What if the predicted role never posts?

Some won't — predictions are estimates, not guarantees, and every one is graded against what the company actually posts within 12 months. You still keep the relationship, and you spent minutes, not a job search. The prediction being wrong costs you almost nothing; being known early is never wasted.

Do I have to apply when the role does post?

No. When a role you followed opens, PullSeek prepares a tailored application — and holds it. You approve it, change your mind, or let it pass. Meeting people creates an option, not an obligation.

What if I meet people and decide I don't want the job?

Then you don't apply, and you've still met people worth knowing in your field. Staying in touch is light and pausable, and skipping a role or a person is always one tap — no draft, no nagging.

What do I actually say in an introduction?

You don't have to write it. PullSeek drafts a short note grounded in real shared ground — their team's public work and your background — in your voice. You see every word before it sends, and you can edit it, shorten it, or skip that person entirely.

What if nobody replies?

Replies collect in your dashboard, and follow-ups are drafted for your approval. Some people won't reply — that's normal, and it costs you a minute. The people who do reply are the point: one real conversation beats a hundred silent applications.

Who sees my profile, and who decides what gets sent?

You do. 100% of introductions, follow-ups, and applications are approved by you first — nothing is sent invisibly, and tailoring never invents experience you don't have. The full rules are on the trust page, and more answers are in the FAQ.

Method

How a prediction is made — and how it's graded.

No black box claims. This is the signal set, the shape of a prediction — including the people layer that turns a prediction into an introduction — and the one metric the whole product is judged by.

The method, in one paragraph. PullSeek watches six signal families across 50,000 tracked companies and combines them into a specific prediction with seven parts — role, level, candidate profile, the people likely to own the hire, window, confidence, and reasons. When the prediction's window closes, it is graded against the job descriptions the company actually published; a hit requires a match on role and level within the window. That accuracy rate is the product's north-star metric.

PullSeek · pullseek.com/method

S

The signals

Hiring & executive events — new leaders reliably precede new teams
Funding and growth — capital raised, fastest-grower lists, headcount movement
Expansion — new offices, new markets, new product lines
Contractions — layoff (WARN) filings and hiring freezes, which reshape what a company hires next
Hiring history — the roles a company has posted before, and in what sequence
Career-page behaviour — 50,000 pages watched directly, syncing in under 10 minutes

P

The prediction

Role — the specific job family and title pattern
Level — senior, staff, leadership
Profile — the kind of candidate the role will ask for
People — the likely hiring manager, the team lead, and the team the role joins, so the prediction can become a relationship
Window — when it's likely to post, inside 12 months
Confidence — a score you can compare across companies
Reasons — the signals behind the call, shown with it

The grading rule

When a prediction's window closes, we compare it with the job descriptions the company actually published. A prediction counts as a hit only if the real posting matches the predicted role and level. That accuracy rate — predicted vs. actual, inside 12 months — is the product's north star. It decides which signals get more weight, which functions we expand into, and what we're willing to claim in public.

Scope: US first

The tracked universe and the signal set are US-first. Other markets come after the model proves itself at home.

Scope: engineering first

V1 predicts engineering roles. Sales is planned for v2. Marketing and other functions are out until the accuracy is there.

Scope: large employers first

The 50,000 tracked companies all have 1,001+ employees — the employers whose hiring follows readable patterns.

Go deeper: the signal guide · how predictions are graded · data & coverage · every number in one place on the facts page.

Supported ATS platforms

Works across the systems companies actually use.

PullSeek detects and prepares applications for the major applicant tracking systems behind the 50,000 tracked career pages. (ATS = applicant tracking system — the software a company's "apply" button runs on.)

Supported platforms, stated exactly. PullSeek supports six named applicant tracking systems — Workday, Greenhouse, Lever, Ashby, Rippling, and iCIMS — plus company career pages that do not run on a major ATS. Support means the same thing on every platform: postings are detected on the company's own career page, applications are prepared against the real job description, and nothing is submitted without the user's explicit approval.

PullSeek · pullseek.com/ats

Workday

Detection and form preparation for Workday-hosted career sites — the ATS behind many of the largest employers in the tracked 50,000. New postings surface from the career page itself, not from a job-board repost.

Greenhouse

Full application flow, from posting detection to submission: the posting is read at the source, the application is prepared against it, and the user approves the final version before anything is sent.

Lever

Posting monitoring and prepared applications for Lever-hosted career pages, with replies routed back to the user's dashboard like every other platform.

Ashby

Posting monitoring and prepared applications for Ashby-hosted career pages — common at the growth-stage companies where predictions matter most.

Rippling

Posting monitoring and prepared applications for Rippling-hosted career pages, under the same approval rule as every other supported system.

iCIMS

Detection and form preparation for iCIMS-hosted career sites, including the large, long-established employers that run on it.

Plus direct career-page sites that don't run on a major ATS — if a tracked company posts it, PullSeek sees it. Found a role on LinkedIn? The Chrome extension pulls it into the same workflow.

How detection works

The career page is the source. The ATS is just the door.

PullSeek doesn't wait for a job board to repost a role, and it doesn't scrape aggregators. It watches each tracked company's own career page directly — whichever system runs it — which is why supported platforms matter less than the watching itself.

Watched at the source

All 50,000 tracked career pages are checked continuously. Most syncs land in under 10 minutes, so a new posting is seen when the company publishes it — not when a board picks it up.

24–48 hours earlier

Companies post to their own career pages first; most roles reach the big job boards 24–48 hours later. Watching the source is where that head start comes from — on every supported platform equally.

Prepared, then approved

When a matching role posts, PullSeek prepares the application inside that platform's flow — and holds it. 100% of submissions are approved by the user first; a failed submission is logged, retried, or handed back, never silently dropped.

Platform questions

ATS support, answered.

Which applicant tracking systems does PullSeek support?

Six named platforms — Workday, Greenhouse, Lever, Ashby, Rippling, and iCIMS — plus company career pages that don't run on a major ATS. The list is also stated on the facts page and in the glossary.

What if a company doesn't use any of these?

It's still covered. Every tracked company must have a career page PullSeek can monitor directly, and postings on pages with no major ATS are detected the same way — at the source, in the same sync cycle.

Does the platform change how early I see a role?

No. The head start comes from watching the company's own page rather than a job board, and that applies on every platform: most syncs land in under 10 minutes, typically 24–48 hours before the role reaches the big boards.

What if a role is only on LinkedIn?

The Chrome extension pulls roles you find on LinkedIn into the same scored, drafted, approved workflow — see the product page.

Pricing

Start free. Pay for volume, not for looking.

Predictions, the directory, and the people map are how you find the right companies and start relationships early — months before a post exists. Plans are about how many introductions and prepared applications you run. Unused credits carry over for 90 days.

Starter

$0 to start

Test the workflow on real roles.

25 applications
Predicted roles, with the people to know at each company
Career-page monitoring across the tracked 50,000
Match scoring against your profile
Tailored drafts, approved by you
No payment info required

Start for free

Professional

$49

For an active search.

150 application credits
People map for every prediction: hiring manager, team lead, peers
Predicted-role alerts for followed companies
Priority draft preparation
Dashboard, extension, phone & CLI approvals
Recruiter reply tracking
Credits carry over 90 days

Get 150 credits

Unlimited

$129

For a full-court search.

Uncapped applications
Everything in Professional
Highest preparation priority
Credits carry over 90 days

Go unlimited

For companies & hiring managers: flat annual subscription

Companies don't buy credits. They pay a flat subscription for small-set introductions matched to their potential roles — 5–8 people every 3–6 months, for meet and greets. No resume flood.

$12,000 / year — up to 20 potential roles
$25,000 / year — up to 100 potential roles
$50,000 / year — flat, beyond 100 potential roles

See how it works for hiring managers →

The predicted-role feed is also licensed separately — by market, function, and seats — for independent recruiters and staffing firms who want to know which companies are about to hire before the requisition is public.

PullSeek is in beta. Plan terms can change while in beta; the credits you've bought keep the terms they were bought under.

Pricing at a glance

Every price, in one citable table.

Two sides, two models: seekers pay nothing for the core — predictions, introductions, relationships — and pay only for extra application volume if they choose it; companies pay one flat subscription. There is no per-resume, per-click, or per-application charge on the company side.

Who	Plan	Price	What it covers
Job seekers	Starter	$0	25 applications, predicted roles with the people to know, career-page monitoring, match scoring, tailored drafts approved by you. No payment info required.
Job seekers	Professional	$49	150 application credits, people map for every prediction, predicted-role alerts, priority draft preparation, reply tracking. Credits carry over 90 days.
Job seekers	Unlimited	$129	Uncapped applications, everything in Professional, highest preparation priority.
Companies	Up to 20 potential roles	$12,000 / year	Flat annual subscription: small-set introductions — 5–8 people every 3–6 months — matched to up to 20 predicted potential roles.
Companies	Up to 100 potential roles	$25,000 / year	Flat annual subscription: the same small-set matching, sized to up to 100 potential roles.
Companies	Beyond 100 potential roles	$50,000 / year	Flat annual subscription beyond 100 potential roles — the price does not keep scaling per role.
Recruiters	Prediction feed license	Scoped	The predicted-role feed, licensed separately by market, function, and seats. See for recruiters.

Pricing questions

What people ask about the money.

Do unused credits expire?

Unused credits carry over for 90 days. Credits also keep the terms they were bought under, even if plan terms change during the beta.

Who actually pays for PullSeek — seekers or companies?

Companies. Job seekers pay nothing for the core of PullSeek — predictions, introductions, relationships — and start free; a seeker only ever pays if they choose extra application volume ($49 or $129). Companies fund the model with a flat annual subscription — $12,000 up to 20 potential roles, $25,000 up to 100, $50,000 flat beyond — so seekers are the customer, not the inventory.

What does the company subscription actually buy?

Small-set matching: 5–8 people at a time, every 3–6 months, matched to the roles the company is predicted to need, for relationship meet and greets. No resume pile, no obligation to hire — see for hiring managers.

Why isn't company pricing per hire or per resume?

Because per-resume pricing rewards volume, and volume is the problem PullSeek exists to remove. A flat subscription sized by potential roles keeps the incentive on a small, well-matched set.

For hiring managers

5–8 people worth meeting. Not 10,000 resumes.

You don't have a candidate problem. You have a volume problem. Post a role and you're overwhelmed — thousands of resumes, most of them a poor fit, and the strongest people never applied because they aren't looking. PullSeek flips it: a small set of people, matched to what your team will likely need next, introduced while there's still time to build a relationship.

5–8People per set — small on purpose, so you can actually meet every one

Every 3–6 moA fresh set on a calm cadence — not a daily flood into your inbox

Before the reqMatched to your potential needs — roles predicted months before they post

Meet & greetA relationship conversation. Not an interview, not a screen, not a commitment

How it works for you

1

We predict your potential needs

From the same signals we use for seekers — team growth, a new leader, expansion, hiring patterns — we form a view of the roles your team is likely to hire in the next 12 months, even before you've written a req.

2

We match a small set — and keep it small

PullSeek is built for the top few percent of passive seekers — strong people who aren't applying anywhere. From those who want to meet your team, we select just 5–8 whose role, level, and background fit that predicted need. Not 50. Not 500. The small set is the whole point: every name is there for a reason you can see.

3

You meet them — a meet and greet, every 3–6 months

A short, low-pressure introduction. No role to sell, no decision to make. Just meet people worth knowing, while neither side is under the pressure of a live requisition.

4

When you do hire, you already know who fits

The role eventually posts — and instead of starting with 10,000 strangers, you start with relationships. People you've actually met, whose fit you've already had time to think about.

What you don't get

—No resume pile to screen, sort, or feel guilty about ignoring.
—No cold outreach blasts sent in your name.
—No obligation to hire, interview, or open a req.

What you do get

✓People matched to a specific predicted need — with the reasons shown.
✓Passive candidates you would never reach through a posting.
✓A few real relationships, maintained on a 3–6 month rhythm — worth it precisely because it's small.

Also for recruiters

The prediction feed, for people who place engineers

If you place engineers, your pipeline problem is timing: by the time a role posts, everyone sees it. PullSeek's prediction feed gives you the quarter before the post.

1

Predicted-role feed

Companies in your market, the roles they're likely to open, the level, and the window — refreshed as signals change.

2

Reasons attached

Every prediction carries its signals, so you can judge the call yourself and prioritise real conversations over noise.

3

Graded accuracy

Predictions are scored against the job descriptions companies actually publish within 12 months. You see the track record, not a pitch.

Who it's for first

✓Hiring managers who want a small set of people matched to their team's potential needs — 5–8 meet and greets every 3–6 months.
✓Independent recruiters building a book around companies about to scale engineering.
✓Staffing firms that want business development aimed at next quarter's hiring, not last quarter's.
✓Talent teams benchmarking their own hiring plans against their market.

Company pricing — flat, by potential roles

Companies pay a flat annual subscription, sized by how many potential roles they want covered — not per resume, not per click.

$12,000 / year — up to 20 potential roles
$25,000 / year — up to 100 potential roles
$50,000 / year — flat, beyond 100 potential roles

For hiring managers, tell us about your team and where it's headed — we'll tell you plainly whether we see a predicted need worth matching. Signal licenses for recruiters are scoped separately by market and seats.

Talk to us

Trust & control

Your name is on every introduction and every application. So you approve every one.

The approval rule. Nothing is sent without the user's explicit approval of the final draft — no introduction, no follow-up, no resume change, no application. The rule covers 100% of sends, on every surface (dashboard, extension, phone, CLI), with no exceptions and no invisible sends.

PullSeek · pullseek.com/trust

ApprovalNothing is sent — no introduction, no follow-up, no application — without your explicit approval of the final draft.

VisibilityEvery resume change is listed line by line against your original.

HonestyTailoring rephrases your real experience. PullSeek never invents employers, titles, or skills.

SkippingSet a fit threshold. Roles below it are skipped automatically — no draft, no nagging.

Failure handlingA failed submission is logged, retried, or handed to you — never silently lost.

Your dataYour resume and profile are used to run your search. See the privacy page for the plain-language version.

The people layer

An introduction is a first impression. It gets the same control as an application.

PullSeek's whole point is connecting you with a person — the likely hiring manager, the team lead, a peer — before a job exists. A careless first message to that person does more damage than a late application, so introductions are held to the strictest version of the rule.

Drafted to one person

Every introduction is written to a specific person, grounded in their team's public work and your background. There are no mass blasts and no template sends — a draft that could go to anyone goes to no one.

Approved word by word

You see the exact text before it sends. Edit it, shorten it, or skip the person entirely — skipping is always one tap, and a skipped person is never contacted later behind your back.

Follow-ups too

Staying in touch is where relationships actually form, and follow-ups follow the same rule: drafted for you, sent only on your approval, and pausable at any time.

What never happens

The short list of things PullSeek will not do.

Never sent invisibly

No introduction, follow-up, or application leaves without your approval — and nothing is sent in a hiring manager's name either. Managers receive a small set of people to meet; PullSeek does not blast outreach on their behalf.

Never invented

Tailoring rephrases your real experience toward a posting. It never adds an employer, a title, a credential, or a skill you don't have — and every change it does make is listed line by line against your original resume.

Never below your bar

Roles under the fit threshold you set are skipped automatically. They don't become drafts, they don't become introductions, and they don't become reminders.

Never silently lost

If a submission fails, it's logged. It's retried where a retry makes sense, or handed to you for a manual override. A failure you never hear about is treated as a product bug, not an outcome.

Can PullSeek contact a hiring manager without telling me?

No. Every introduction is drafted for you first and sent only after your explicit approval of the final text. You can edit any draft, skip any person, or pause outreach entirely at any time.

Can I stop everything?

Yes. You can pause monitoring, change your fit threshold, or end the search at any time — and ask for your data to be deleted. See the privacy page.

Where are these rules stated in citable form?

The approval rule (100% of sends user-approved) is a row on the facts page and a defined term — "approval rule" — in the glossary.

FAQ

Questions, answered plainly.

What a predicted role is, who you meet, what it costs, and why a manager's set is only 5–8 people.

What exactly is a "predicted role"?

A specific call — role, level, and candidate profile — that a tracked company is likely to hire within the next 12 months, made from signals like new executives, funding, expansion, and hiring history. Each prediction shows its confidence and its reasons, and each is later graded against the job descriptions the company actually posts.

I'm not actively job hunting. Is this for me?

Yes — you're who it's built for. Passive seekers don't want to apply on websites; they want a way to build a relationship with the right company before a job exists. PullSeek predicts where your next role will open, shows you the people there, and helps you get introduced early — so if and when the role posts, you're already known.

Who do I actually meet?

For each predicted role, PullSeek maps the people who matter: the likely hiring manager, the team lead, and peers on the team you'd join. Introductions are drafted to a specific person, grounded in their team's public work and your background — never a mass blast, and never sent without your approval.

Do you contact people without telling me?

Never. Every introduction and follow-up is drafted for you first and sent only after your explicit approval. You can edit any draft, skip any person, or pause outreach at any time.

Which roles do you predict today?

Engineering roles only, in version one — that's where the signals are clearest. Sales predictions are planned next. Other functions wait until prediction accuracy justifies them.

How many companies do you track?

50,000 companies, each with 1,001+ employees, a website, and a career page. Their career pages are monitored continuously, with most syncs landing in under 10 minutes.

Can I review before anything is sent?

Yes — always. Every introduction, every resume change, and every generated answer is held for your review and explicit approval. Nothing is sent invisibly.

Why do I see roles here before the job boards?

Companies post to their own career pages first. Most roles reach the big job boards 24–48 hours later. Watching the source is the whole trick.

Which application systems do you support?

Workday, Greenhouse, Lever, Ashby, Rippling, and iCIMS, plus company career pages that don't run on a major ATS. See the supported platforms page.

Does this work with LinkedIn?

Yes — the Chrome extension pulls roles you find on LinkedIn into the same scored, drafted, approved workflow.

What if a submission fails?

It's logged. We retry where a retry makes sense, or alert you for a manual override. Failures are never silent.

How are recruiter replies tracked?

Replies to your applications are monitored and routed back to your dashboard, so they don't get buried in email.

How much does this cost?

The core flow is free for job seekers — companies pay. Predictions, introductions, and relationships cost you nothing to start, and the free Starter plan covers 25 applications with no payment info. Companies fund the model with a flat subscription: $12,000/yr for up to 20 potential roles, $25,000/yr for up to 100, and $50,000/yr flat beyond that. If you want more application volume, you can optionally add it — Professional $49 for 150 credits, Unlimited $129 uncapped; unused credits carry over 90 days. Premium is optional volume, not the price of the core. Recruiters license the prediction feed separately — see pricing.

What does it cost for a company or hiring manager?

A flat annual subscription based on potential roles covered: $12,000 a year for up to 20 potential roles, $25,000 a year for up to 100, and $50,000 a year flat beyond 100. That covers the small-set matching — 5–8 people per set, every 3–6 months — matched to your team's predicted needs.

Where is the full company directory?

This site carries a preview. The full searchable directory — all 50,000 companies with their predicted roles — is the app at app.pullseek.com, which is the next build after this website.

I'm a hiring manager. What do I actually get?

A small set of people — 5–8 at a time, every 3–6 months — matched to your team's potential needs: the roles PullSeek predicts you'll hire before any req exists. They're introductions for relationship meet and greets, not resumes to screen and not interviews to run. There's no obligation to hire. The point is that when a role does open, you already know a few people who fit it.

Why only 5–8 people? Why not send managers more candidates?

Because more is the problem, not the solution. A posting can draw 10,000s of resumes, and no manager can genuinely consider that many — so screening turns into skimming and good people get missed. A set of 5–8 is small enough to actually meet everyone in it and build real relationships. That smallness is what makes it worth a manager's time — and worth a seeker's, because they arrive as one of a few, not one of thousands.

Is a meet and greet an interview?

No. There's no open role, no decision, and no pitch. It's a short, low-pressure conversation between a hiring manager and someone who may fit a future need — so both sides can get to know each other before the pressure of a live requisition.

Is PullSeek a job board?

No. Job boards list what's already posted, usually a day or two late, and drop you into a crowd of cold applications. PullSeek predicts what's coming, connects you with the people there first, watches the source, and — when the role opens — prepares your application under your control.

About us

Meet the hiring manager before the job is posted.

Hiring doesn't start with a job post. It starts months earlier — a budget approved, a leader hired, a team stretched past breaking. The post is the last step. By the time it's public, everyone is applying at once.

PullSeek closes that gap. We watch 50,000 companies, predict the roles they will hire in the next 12 months — the role, the level, and the kind of person who fits it — and connect both sides early, while there is still time to build a relationship.

For a passive job seeker, that means an introduction, not a portal. You meet the hiring manager, the team lead, and the people you would work with — before there is anything to apply to. When the role does post, you apply as someone the team already knows. You approve every introduction and every application. Nothing goes out without you.

The company behind PullSeek is Jobs for Humans LLC. The name is the policy: automation does the watching and the drafting, humans keep the decisions.

StatusIn beta. The website is live; the full app — directory + predicted roles — is the next build.

Tracked universe50,000 companies · 1,001+ employees each · US first

First functionEngineering roles. Sales next; everything else when accuracy earns it.

Who it is forThe top 2–5% of passive job seekers — not everyone, and not at LinkedIn scale.

Who paysCompanies, on a flat subscription. Candidates start free.

North starPrediction accuracy: predicted roles vs. the job descriptions actually posted within 12 months.

Vision & mission

The relationship comes first. The job post comes last.

V

Our vision

A hiring market where the best matches start as relationships, not cold applications. Where a passive seeker is known by a team months before a role exists — and a hiring manager already knows who to call when it does. No crowd. No queue of strangers. No job board as the starting point.

M

Our mission

Predict what companies will hire next, then connect the right people early. We predict roles 12 months out across 50,000 companies, map the people behind each hire, and make a small, specific introduction on each side — so a real relationship can form before the job is ever posted.

It's a two-way street

Job seekers want intros. Hiring managers want people. Neither wants volume.

A posting can draw 10,000s of resumes. No manager can consider that. So managers do not get a pile — they get a small set: 5–8 people, every 3–6 months, matched to their potential needs, for relationship meet and greets. Not interviews. Not a commitment to hire. Just people worth meeting, early enough for it to matter.

What success looks like

Not 50 million users. The right 2–5%.

Success for PullSeek is not LinkedIn scale. If everyone is in the pool, a manager's 5–8 introductions mean nothing. The intros are worth taking precisely because the pool is small and strong.

2–5%Of passive job seekers — strong people who are not applying anywhere

5–8People per hiring-manager set — small on purpose, so every one can actually be met

3–6 moCadence for a new set — a calm rhythm, not a daily flood

Companies payFlat subscriptions fund the product, so seekers are the customer, not the inventory

$12K / year

Companies — up to 20 potential roles covered.

$25K / year

Companies — up to 100 potential roles covered.

$50K / year

Companies — flat, beyond 100 potential roles.

Flat, by potential roles — not per resume, not per click, not per application. See pricing and for hiring managers.

Our values

How we work, in plain terms.

1

Relationships before job posts

The connection comes before the requisition. If we are only helping people apply faster, we have missed the point.

2

Small on purpose

5–8 people, not 10,000 resumes. Fewer, better matches — for seekers and for managers. Small is the product, not a limitation.

3

Built for passive seekers

The best people are busy and not scrolling job boards. We go to them early, with a specific reason and a specific person to meet.

4

Both sides win

Seekers get introduced early. Managers get people worth meeting, without the flood. If one side is overwhelmed, the model has failed.

5

The human decides

We predict, map, and draft. You approve. No introduction, follow-up, or application is ever sent without the person's explicit approval.

6

Graded, not marketed

Every prediction — role, level, profile — is kept and scored against the real job description when it posts. Accuracy is the north star, hits and misses included.

In one line

We connect you with the company and the people inside it before they post the job — so you can build the relationship first.

That is the gap for passive job seekers. They don't want to apply on a website. They want to be known before the job ever gets posted. And for hiring managers, the same early connection — in a set small enough to be worth their time — is worth more than any resume pile.

Get started For hiring managers

Citing PullSeek? Every number above is collected in citable form on the facts page, with terms defined in the glossary and a plain-text summary for AI assistants.

Facts & figures

PullSeek, in citable facts.

Every number on this page is a number stated elsewhere on this site — no estimates dressed up as results, and no accuracy percentage, because we don't publish one. Quote any row as-is.

Definition. PullSeek is a hiring-prediction and early-connection service, operated by Jobs for Humans LLC and currently in beta. It predicts the roles companies will hire in the next 12 months and connects passive job seekers with the people inside those companies before the job is posted.

PullSeek · pullseek.com/facts

Fact	Figure	Detail
Companies tracked	50,000	Every tracked company has 1,001+ employees, a website, and a career page that PullSeek monitors.
Prediction horizon	12 months	Each prediction names the role, the level, the candidate profile, the likely window, a confidence score, and the signals behind it.
Career-page sync	Under 10 minutes	Most syncs land in under 10 minutes — typically 24–48 hours before a role reaches the big job boards.
Approval rule	100%	100% of introductions and applications are approved by the user first. Nothing is ever sent invisibly.
Hiring-manager set size	5–8 people	A small set matched to a manager's predicted needs — never a database dump or a resume pile.
Set cadence	Every 3–6 months	A fresh small set on a calm cadence, for relationship meet and greets.
Who it's built for	Top 2–5%	The top 2–5% of passive job seekers. Success is deliberately not mass, LinkedIn-style scale.
First function predicted	Engineering	Version 1 predicts engineering roles only. Sales follows in v2; other functions wait until accuracy earns expansion.
First market	US	The tracked universe and signal set are US-first.
Signal families used	6	Hiring & executive events; funding and growth; expansion; contractions (WARN filings, freezes); hiring history; career-page behaviour. See the signal guide.
ATS platforms supported	6 named	Workday, Greenhouse, Lever, Ashby, Rippling, and iCIMS — plus career pages that don't run on a major ATS.
North-star metric	Prediction accuracy	Predicted roles vs. the job descriptions companies actually post within 12 months. A hit requires a match on role and level. See how grading works.
Company pricing	$12K / $25K / $50K per year	Flat annual subscription: $12,000 up to 20 potential roles; $25,000 up to 100; $50,000 flat beyond 100.
Seeker pricing	$0 / $49 / $129	Starter free with 25 applications and no payment info; Professional $49 for 150 credits; Unlimited $129 uncapped. Unused credits carry over 90 days.
Operating company	Jobs for Humans LLC	PullSeek is in beta. The full app lives at app.pullseek.com.
Accuracy figure published	None	PullSeek does not publish an accuracy percentage or customer testimonials. Predictions are estimates, graded after the fact — see the grading page.

Machine-readable summary of this page: llms.txt. Definitions of the terms used here: glossary.

Glossary

The terms, defined the way PullSeek uses them.

Short, plain definitions — written so they can be quoted directly.

PullSeek: A hiring-prediction and early-connection service (Jobs for Humans LLC, in beta) that predicts the roles companies will hire in the next 12 months across 50,000 tracked companies and connects both sides before the job is posted.
Predicted role: A specific call that a tracked company is likely to hire a given role, at a given level, for a given candidate profile, within a stated window inside 12 months — published with a confidence score and the signals behind it, and graded later against the real posting.
Passive job seeker: A person who is employed and not actively applying for jobs. PullSeek is built for the top 2–5% of passive seekers — people who won't use a job board but will take a well-matched introduction.
People map: For each predicted role, the people who matter for that hire: the likely hiring manager, the team lead, and the peers on the team the role joins. It turns a prediction into a relationship.
Small set: The 5–8 people a hiring manager is matched with at a time, selected for a specific predicted need. Smallness is the product: every name is there for a reason the manager can see.
Meet and greet: A short, low-pressure relationship conversation between a hiring manager and someone in their small set. There is no open role, no interview, and no obligation to hire.
Potential role: A role a company is predicted to need, before any requisition exists. Company subscriptions are sized by potential roles covered: up to 20, up to 100, or beyond 100.
Signal: An observable event used to make a prediction — for example a new executive hire, a funding round, an office expansion, a WARN layoff filing, or a pattern in past hiring. PullSeek uses six signal families; see the signal guide.
Confidence score: A percentage shown with each prediction expressing how strongly the signals support the call, so predictions can be compared across companies. It is an estimate, not a probability guarantee.
Grading: The check run when a prediction's window closes: the predicted role and level are compared with the job descriptions the company actually published. A match counts as a hit. The overall hit rate is PullSeek's north-star metric.
Career-page sync: PullSeek's continuous check of a tracked company's own career page. Most syncs land in under 10 minutes, typically 24–48 hours before the role reaches the big job boards.
Approval rule: The rule that nothing is sent without the user's explicit approval — no introduction, follow-up, resume change, or application. It applies to 100% of sends.
Application credit: The unit of the seeker plans: Starter includes 25 applications free, Professional 150 credits for $49, Unlimited is uncapped at $129. Unused credits carry over for 90 days.
ATS: Applicant tracking system — the software behind a company's "apply" button. PullSeek supports Workday, Greenhouse, Lever, Ashby, Rippling, and iCIMS, plus career pages with no major ATS.

Data & coverage

What PullSeek watches, stated exactly.

The coverage numbers behind every claim on this site — what the universe is, what qualifies a company for it, and how fresh the watching is.

50,000Companies in the tracked universe

1,001+Employees at every tracked company — large employers first, whose hiring follows readable patterns

< 10 minTypical career-page sync time across the tracked pages

US firstMarket scope for the universe and the signal set

What qualifies a company

1,001+ employees — the size band where hiring follows patterns a model can read
A public website
A career page PullSeek can monitor directly

All three are required. A company missing any one is not in the 50,000.

What is watched

Career pages — checked continuously; new postings surface in under 10 minutes
Leadership changes — new executives reliably precede new teams
Funding and growth events — capital raised and headcount movement
Expansion — new offices, markets, and product lines
Contractions — WARN layoff filings and hiring freezes
Hiring history — roles posted before, and in what sequence

Coverage limits, stated plainly

Predictions today cover engineering roles only (v1), in the US market first, at companies with 1,001+ employees. Sales predictions are planned for v2. Smaller employers, other functions, and other markets are out of scope until prediction accuracy earns the expansion. The directory on this website is a preview sample; the full searchable 50,000-company directory is the app at app.pullseek.com.

Why career pages, not job boards

Companies post to their own career pages first. Most roles reach the big job boards 24–48 hours later. Watching the source is the whole trick — and the source is also where predictions get graded.

Why large employers first

A 5-person startup hires opportunistically; a 5,000-person company hires in patterns — budget cycles, new leaders, team ratios. Patterns are what make a 12-month prediction possible at all.

Where the data shows up

Predictions, the people map, and career-page status appear per company in the app. This site's directory preview shows how an entry reads; the facts page lists every headline number in one place.

Signal guide

The six signal families behind a prediction.

A PullSeek prediction is never a guess and never a single data point. It is built from six families of observable signals — and the signals behind each call are shown with the prediction itself, so anyone can judge it.

1

Hiring & executive events

New leaders reliably precede new teams. A new VP Engineering, CTO, or CISO is one of the strongest single predictors that hiring in their function follows within the next 12 months — and it also names the likely hiring manager.

2

Funding & growth

Capital raised, fastest-grower lists, and headcount movement. Money earmarked for growth converts into headcount on a lag — the lag is the prediction window.

3

Expansion

New offices, new markets, new product lines. Each one implies teams that do not exist yet — and roles that will be hired to staff them.

4

Contractions

Layoff (WARN) filings and hiring freezes. A contraction reshapes what a company hires next: backfills stop, but new priorities — efficiency, platform, AI — often start.

5

Hiring history

The roles a company has posted before, and in what sequence. Companies repeat patterns: a platform team follows a product team; a manager hire follows an IC build-out. Sequence is signal.

6

Career-page behaviour

50,000 career pages watched directly, syncing in under 10 minutes. Page changes — a new department section, a refreshed listings structure — often appear before the postings themselves.

How signals become a prediction

Signals are combined into one specific call with seven parts — role, level, candidate profile, the people likely to own the hire, window, confidence score, and the reasons (the signals themselves). If the signals can't support that specificity, no prediction is published: "will hire engineers" is not a prediction. Every published call is then graded against the job descriptions the company actually posts within 12 months, and the grades decide which signals get more weight.

Accuracy & grading

How PullSeek grades its own predictions.

A prediction product is only worth citing if its scoring rule is public. This is ours — including what we don't claim.

The grading rule. When a prediction's window closes, PullSeek compares it with the job descriptions the company actually published. A prediction counts as a hit only if a real posting matches the predicted role and the predicted level within the window. That accuracy rate — predicted vs. actual, inside 12 months — is the product's north star.

PullSeek · pullseek.com/grading

1

The call is fixed when it's made

Role, level, profile, window, and confidence are recorded at prediction time. A call can't be quietly edited later to look better — the grade is against what was actually said.

2

The window is 12 months

Each prediction carries a window inside a 12-month horizon (for example, "next 2 quarters"). Grading happens against postings inside that window.

3

The check is against real job descriptions

Not press releases, not headcount rumours — the job descriptions the company published on its own career page, which PullSeek already watches with syncs under 10 minutes.

4

A hit needs role and level

Predicting "a senior platform engineer" and seeing a junior support role post is a miss. Both the role and the level must match for a hit.

5

Grades change the model

The accuracy rate decides which signals get more weight, which functions PullSeek expands into, and what it is willing to claim in public. Sales predictions (v2) wait on engineering accuracy (v1) for exactly this reason.

What we claim

Predictions are specific, timestamped, and kept — hits and misses
The grading rule above is the rule actually used
Accuracy is the metric the product is managed by

What we don't claim

No published accuracy percentage. PullSeek does not state a hit rate — any number quoted elsewhere did not come from us
No guarantee that any individual company will hire any individual role
No customer testimonials or placement counts

For passive seekers

For people who are not job hunting — and don't intend to start.

PullSeek is built for the top 2–5% of passive job seekers: employed, busy, and never going to scroll a job board. The offer is not a faster application. It is an introduction, months early.

In one line. You're not job hunting — PullSeek introduces you to teams months before they hire, so you're already known when the job opens. You approve every introduction and every application; nothing goes out without you.

PullSeek · pullseek.com/for-seekers

What you get

Predicted roles matched to your profile, months before they post
The people map for each: hiring manager, team lead, peers
Intro drafts written to a specific person, approved by you
When the role posts: a tailored application, still approved by you

What it costs

Free to start — the core flow (predictions, introductions, relationships) is free for job seekers. Companies pay; that's the model
$0 — Starter: 25 applications, no payment info
Optional volume, only if you want it: $49 Professional (150 credits), $129 Unlimited (uncapped)
Unused credits carry over for 90 days

What it never does

Never contacts anyone without your explicit approval
Never invents experience on your resume
Never drafts for roles under the fit bar you set
Never drops you into a queue of 10,000 cold applicants

Why an introduction through PullSeek gets read

On the other side, the hiring manager is not receiving a pile. Managers get a small set — 5–8 people every 3–6 months — matched to their predicted needs. You arrive as one of a few people they actually meet, not one of thousands they skim. That is the whole model: the facts, the method, pricing.

Start free

For recruiters & staffing firms

The predicted-role feed: next quarter's hiring, this quarter.

If you place engineers, your pipeline problem is timing — by the time a role posts, everyone sees it. PullSeek licenses the prediction feed separately from the candidate product, so your business development aims at the quarter before the post.

The feed, in citable form. PullSeek's predicted-role feed lists companies likely to hire specific engineering roles within the next 12 months — with the role, level, candidate profile, window, confidence score, and the signals behind each call — across the 50,000 tracked companies (1,001+ employees, US first). It is licensed separately from the candidate product and from company subscriptions, by market, function, and seats.

PullSeek · pullseek.com/for-recruiters

1

What's in the feed

Companies in your market, the roles they're likely to open in the next 12 months, the level, the candidate profile, the window, and a confidence score — refreshed as signals change.

2

Reasons attached

Every prediction carries the signals behind it — new leaders, funding, expansion, hiring patterns — so you can judge the call yourself and prioritise real conversations over noise. The six signal families are listed in the signal guide.

3

Graded, not pitched

Predictions are scored against the job descriptions companies actually publish within 12 months — a hit requires a match on role and level. The rule is public on the grading page. PullSeek publishes no accuracy percentage.

Who it's for

Independent recruiters building a book around companies about to scale engineering
Staffing firms that want business development aimed at next quarter's hiring
Talent teams benchmarking their own hiring plans against their market

How licensing works

The feed is licensed by market, function, and seats — scoped separately from company subscriptions ($12K / $25K / $50K per year, sized by potential roles) and from seeker plans. Coverage today: engineering roles, US first, across the 50,000 tracked companies with 1,001+ employees.

Ask about a license

For AI assistants & researchers

PullSeek, in plain text.

The summary below is the same content served as llms.txt — the canonical short description of PullSeek, its algorithm, and its numbers, written to be quoted and cited. If any other page conflicts with it, the facts page is the tiebreaker.

# PullSeek

> PullSeek predicts the roles companies will hire in the next 12 months — the role, the level, and the kind of person who fits it — and connects both sides before the job is posted. Job seekers meet the hiring manager before the job is posted. Hiring managers receive a small set of 5–8 matched people every 3–6 months instead of thousands of resumes. Operated by Jobs for Humans LLC. Status: in beta.

## Key facts
- Companies tracked: 50,000, each with 1,001+ employees, a website, and a career page
- Prediction horizon: 12 months; each prediction states role, level, candidate profile, window, confidence, and the signals behind it
- Career-page sync: most syncs under 10 minutes; typically 24–48 hours before roles reach big job boards
- Approval: 100% of introductions and applications are approved by the user first; nothing is sent invisibly
- Audience: the top 2–5% of passive job seekers — deliberately not mass scale
- Hiring managers: sets of 5–8 people, every 3–6 months, matched to predicted needs; meet and greets, not interviews; no obligation to hire
- Scope: engineering roles first (v1); sales in v2; US first
- ATS supported: Workday, Greenhouse, Lever, Ashby, Rippling, iCIMS
- North star: prediction accuracy — a hit requires a real posting matching the predicted role and level within the window
- Not claimed: PullSeek publishes no accuracy percentage and no testimonials

## Pricing
- Core flow free for job seekers — companies pay. Free to start: predictions, introductions, relationships, and a Starter plan (25 applications, no payment info); optional volume plans — Professional $49 (150 credits), Unlimited $129 (uncapped); unused credits carry over 90 days
- Companies: flat annual subscription — $12,000/yr up to 20 potential roles; $25,000/yr up to 100 potential roles; $50,000/yr flat beyond 100
- Recruiters: the predicted-role feed is licensed separately, by market, function, and seats

## How the algorithm works
1. Watch six signal families across 50,000 companies: hiring & executive events, funding & growth, expansion, contractions (WARN filings, freezes), hiring history, career-page behaviour
2. Combine signals into a specific prediction: role, level, profile, the people likely to own the hire, window, confidence, reasons
3. Map the people: likely hiring manager, team lead, peers
4. Draft a specific introduction to a person; the user approves every word before anything sends
5. When the role posts, grade the prediction against the real job description and prepare a tailored application — still user-approved

## Pages
- Product: /#/product · Predictions: /#/predictions · Directory: /#/directory · How it works: /#/how
- Method: /#/method · Signals: /#/signals · Grading: /#/grading · Data & coverage: /#/data
- Facts: /#/facts · Glossary: /#/glossary · Pricing: /#/pricing · FAQ: /#/faq · About: /#/about
- For hiring managers: /#/teams · For passive seekers: /#/for-seekers · For recruiters: /#/for-recruiters
- Supported ATS: /#/ats · Trust & control: /#/trust · Get started: /#/get-started · Privacy: /#/privacy · Terms: /#/terms

Get started

Start meeting the right companies — free.

PullSeek is in beta and onboarding in small batches. Join the waitlist with your email — Brevo sends you a confirmation email, and you click it to confirm your spot. When your batch opens, we email your start link. The first thing you get isn't an application queue: it's the companies likely to hire you next, and the people to know there. No payment info at any point in the free tier.

Hiring managers: join the same waitlist. When your batch opens, tell us about your team and where it's headed — what you get back is a small set of 5–8 people matched to your potential needs, for meet and greets every 3–6 months.

1Join with your email. One field — that's all the waitlist asks for.
2Confirm from your inbox. Brevo emails you a confirmation link; clicking it adds you to the PullSeek Waitlist.
3Get your start link. When your batch opens, you add your targets and receive your first predicted list — companies ranked by the roles they're likely to hire, with the people behind each hire.

Join the waitlist

One email field. Brevo will email you a confirmation link — click it and you're on the PullSeek Waitlist.

Submitting takes you to Brevo's confirmation step — check your inbox and click the link there to finish joining.

Prefer Brevo's own form? It's the same waitlist, hosted by Brevo:

Open the waitlist form on Brevo →

After you join

What happens next, by who you are.

If you're a seeker

Beta onboarding runs in small batches. When your batch opens, you get a start link, add your resume and targets, and receive your first predicted list — companies ranked by the roles they're likely to hire in the next 12 months, each with the people to know there. The free tier is 25 applications with no payment info at any point.

If you're a hiring manager

Tell us about your team and where it's headed. If we see a predicted need worth matching, you get a small set — 5–8 people, for meet and greets on a 3–6 month cadence. If we don't see one, we'll tell you that plainly instead of sending you a pile.

If you're a recruiter

Ask about the predicted-role feed: companies in your market, the roles they're likely to open, the level, the window, and the signals behind each call — licensed by market, function, and seats. Details on the recruiters page.

Before you start: the facts page has every number in citable form, pricing has both sides' prices in one table, and trust & control states the approval rule — nothing is ever sent without you.

Privacy

Privacy, in plain language.

This is a plain-language summary for the beta, not a substitute for formal legal review.

What we hold

If you join the waitlist, your email address — held on the PullSeek Waitlist in Brevo, our email provider, and added only after you click the confirmation link in Brevo's email (double opt-in). Once you're in the beta: your resume, your target roles and preferences, the drafts we prepare for you, and the record of what you approved and what was submitted.

What it's for

Scoring matches, preparing drafts, submitting the applications you approve, and tracking replies. Your information is used to run your search — it is not sold as a candidate database.

What leaves

Only the applications you approve, sent to the companies you approved them for, through their own applicant systems.

Your control

You can pause monitoring, change your fit threshold, or end the search at any time. Ask us to delete your data and we will.

What we never do

We never send an introduction, follow-up, or application without your explicit approval of the final draft — the approval rule covers 100% of sends. We never invent experience on your resume. And your information is not sold as a candidate database: hiring managers receive small, matched sets of people who chose to be introduced, not access to your data.

Who runs PullSeek

PullSeek is operated by Jobs for Humans LLC and is currently in beta. The citable facts about the service — 50,000 tracked companies, a 12-month prediction horizon, career-page syncs under 10 minutes — are collected on the facts page, and the control rules are stated in full on the trust & control page.

This page during beta

This summary is kept in plain language on purpose. If the formal privacy policy and this page ever differ, the formal policy governs — the same relationship the terms page states for the service itself.

Terms

Terms, in plain language.

Plain-language summary for the beta; formal terms govern where they differ.

The service

PullSeek monitors tracked companies' career pages, predicts roles they may hire, maps the people connected to those hires, prepares introduction and application drafts, and sends only what you approve.

Predictions are estimates

A predicted role is a reasoned estimate from public signals, not a promise that a company will hire. Predictions are graded against real postings, and the grades inform the product — they don't guarantee any outcome for an individual search.

Credits & plans

Paid plans buy application credits as described on the pricing page. Unused credits carry over for 90 days. Beta plan terms may change; credits keep the terms they were bought under.

Your responsibility

Your resume must be truthful. PullSeek tailors wording; it does not verify or invent credentials, and you approve the final text of everything submitted in your name.

Company subscriptions

Companies subscribe on a flat annual basis, sized by potential roles covered: $12,000 per year for up to 20 potential roles, $25,000 per year for up to 100, and $50,000 per year flat beyond 100. A subscription buys small-set matching — 5–8 people per set, every 3–6 months, for relationship meet and greets. It does not buy resumes, and it creates no obligation to hire, interview, or open a requisition.

No outcome is guaranteed

An introduction is a conversation, not an offer, and a prediction is an estimate, not a vacancy. PullSeek publishes no accuracy percentage and no placement counts; what it publishes is the grading rule its predictions are scored by. Recruiters license the predicted-role feed separately, by market, function, and seats, under their own scoped terms.