Avery

🏆 The World Cup final is coming this week. 📣 Meanwhile, 6-0. My product team's scoreline this week. ⚽️ Goal 1️⃣ Start with education, not a title 🎓 Start a search from study field and graduation year instead of a job title. Built for when the right hire hasn't earned their title yet - recent grads, career switchers, first-time movers into an industry. ⚽️ Goal 2️⃣ Education filters 🧑🏫 Prefer to keep your existing search flow? Filter by field of study, graduation year, or university on top of everything you already use. Same process, new dimension. Sharper matches. ⚽️ Goal 3️⃣ New matching analysis 💁♀️ The most important match criteria now show the moment you open a profile - no more clicking through to find what matters. Full depth is still there when you need it. Hover any label for a plain explanation of what it means. ⚽️ Goal 4️⃣ Outreach archiving 📋 Set candidates aside without losing them. Archive via bulk actions, keep your active outreach clean. And focus on the next batch. ⚽️ Goal 5️⃣ Smarter company and industry data 🏭 Rebuilt the data structure underneath company and industry filtering. Fewer irrelevant results, faster paths to the candidates you're actually looking for. ⚽️ Goal 6️⃣ Preferred companies, rethought 🏢 Preferred-company candidates are now marked priority instead of shown exclusively - so you never miss a great fit outside your list. 💜 Want the full match report? Grab 25 minutes with me and I'll walk you through what's new.

Most nights around 10 or 11pm, when my brain won't switch off, I go outside and start talking into my phone. Not about Avery. About a movie. I've been a movie guy since I was a student. Ten films a week, decade by decade, 1930s through the 2000s, picking apart why a scene worked and why it didn't. Around 2010 I turned it into channels and groups online (Facebook times), curating what to watch next. Thousands of people waiting for the next pick. I deleted all of it in 2014. No social media since then, only LinkedIn (for time being). I never wanted to be the guy on camera. Still don't, honestly. I only started showing up in Avery's videos because nobody else on the team was going to do it for me. But the movie thing never left. Every time I see someone in the office building or I'm cycling through Amsterdam and I pass someone, I build a tiny story about them in my head. Who they are, where they're going, what just happened to them. Takes a second. Always has. Two weeks ago I started writing those stories down. Not notes, an actual script. When the Avery stress gets loud at night, the good days and the bad days and the ugly days on repeat, I go outside, talk it into the microphone, transcribe it, structure it, write it properly. Four chapters in. Aiming for twenty. Then sell to Netflix (if you know the right person, tell me) I'm not saying I'm making a movie. I'm saying I finally started the thing I'd been circling for over a decade. If you've been sitting on something for a year and haven't touched it, this is your sign. Worst case, it's a good distraction. Best case, it's the thing.

𝗧𝘄𝗼 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗿𝗲𝘃𝗶𝗲𝘄 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲 𝗿𝗲𝘀𝘂𝗺𝗲. One says there's a 30% chance the candidate passes the technical interview. The other says 71%. 𝗦𝗮𝗺𝗲 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲. 𝗦𝗮𝗺𝗲 𝗿𝗲𝘀𝘂𝗺𝗲. 𝟰𝟭 𝗽𝗲𝗿𝗰𝗲𝗻𝘁𝗮𝗴𝗲 𝗽𝗼𝗶𝗻𝘁𝘀 𝗮𝗽𝗮𝗿𝘁. That's not a training problem. It's a real spread found across roughly 2,200 recruiter evaluations - and it's exactly why AI hiring tools stall on rollout. 43% of HR pros used AI in 2025, up from 26% the year before. But 88% of HR leaders say they haven't seen real business value from it. The gap isn't capability. It's trust. 𝗙𝗼𝗿 𝗿𝗲𝗰𝗿𝘂𝗶𝘁𝗲𝗿𝘀 𝗿𝘂𝗻𝗻𝗶𝗻𝗴 𝗺𝘂𝗹𝘁𝗶𝗽𝗹𝗲 𝗰𝗹𝗶𝗲𝗻𝘁 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝘀, that trust gap compounds fast. Here's the fix - four phases, calibrated per account: 𝟭→ Shadow Mode - run AI alongside your calls, don't act on it yet 𝟮→ Parallel Scoring - compare AI against your judgment on live roles 𝟯→ Selective Integration - let AI drive the low-stakes decisions first 𝟰→ Calibrated Autonomy - expand with override tracking Adoption isn't logging in daily. It's changing a shortlist because of what you saw. 𝗜 𝘄𝗿𝗼𝘁𝗲 𝘁𝗵𝗲 𝗳𝘂𝗹𝗹 𝗽𝗹𝗮𝘆𝗯𝗼𝗼𝗸, including the compliance layer most guides skip - as a multi-client agency, you're likely your own GDPR data controller, separate from your client's obligations. Check the comments section👇🏼

7 years running my first company → 𝗖𝗼𝗿𝗽𝗼𝗿𝗮𝘁𝗲 𝗛𝘂𝗯. 25 change management projects. Millions in revenue. That was consulting. A boutique company, think mini 𝗕𝗮𝗶𝗻 𝗼𝗿 𝗕𝗖𝗚, going into big organizations and rebuilding how they worked. Never just presenting slides. I was in the room with them, mapping where they were and where they needed to go. At some point I stopped asking "what's the next project" and started asking "what's the next big thing." That question became Avery. Two years building it. No Co-founder & CTO next to me now. No Chief Product Officer from the start. I learned to build alongside my team instead of hiring around myself. Small features first. Then bigger improvements. A couple of internal agents I built for myself. Now a full sales agent, still in progress, getting there fast. Consultant instincts for how organizations actually change. Two years of hands-on building. I don't see many people who have both and move fast with them. 𝗦𝗼 𝗜'𝗺 𝗹𝗮𝘂𝗻𝗰𝗵𝗶𝗻𝗴 𝘀𝗼𝗺𝗲𝘁𝗵𝗶𝗻𝗴 𝗜 𝗱𝗼𝗻'𝘁 𝘀𝗲𝗲 𝗲𝗻𝗼𝘂𝗴𝗵 𝗼𝗳 𝗼𝘂𝘁 𝘁𝗵𝗲𝗿𝗲. 𝗖𝗮𝗹𝗹 𝗶𝘁 𝗮 𝗳𝗼𝗿𝘄𝗮𝗿𝗱 𝗱𝗲𝗽𝗹𝗼𝘆𝗲𝗱 𝗲𝗻𝗴𝗶𝗻𝗲𝗲𝗿 (𝗙𝗗𝗘) 𝗳𝘂𝗻𝗰𝘁𝗶𝗼𝗻, 𝗶𝗳 𝘆𝗼𝘂 𝘄𝗮𝗻𝘁 𝗮 𝗻𝗮𝗺𝗲 𝗳𝗼𝗿 𝗶𝘁. Not just selling the product. Sitting inside it with you. Deployment. Adoption. Integrating with everything you already run. Building the internal brain of your team. And Recruitment is where I'm starting, my strongest use case, but it doesn't stop there. If you run a recruitment agency or lead a TA team that wants to go AI-native, not just buy another tool, this is for you. I'm here to help. Let's build it.

🔵 Blue pill: you keep scrolling LinkedIn, hoping the right person finds you. 🔴 Red pill: you see exactly who fits, why, and how fast you can close them.