Nova launches Nova Recruiter: artificial intelligence to find the best qualified talent in the market. Hiring talent has two very different models. The first is posting a vacancy on a portal and filtering the candidates who apply. This part has evolved a lot over the last decade, with tools that organize, filter and streamline the process, many of which already use artificial intelligence. However, 70% of qualified professionals are not looking for a job and rarely apply to an offer. They are the ones who perform the best, who generate the most impact in their organizations, and are the hardest to reach. To reach this "passive" talent (the most valuable in the market), recruiters apply a second process: direct sourcing, something headhunters have been doing for decades. It involves actively searching for the best professionals in the market, most of whom are not looking for work but would be willing to hear the right opportunity. This process is known as "direct sourcing" in the industry. This process consists of applying filters, manually reviewing profiles, building candidate lists and writing messages, with response rates rarely exceeding 10-20%. On average, a direct search process usually takes a recruiter more than 20 hours, not counting interviews. Nova wants to reduce that time to less than 20 minutes. "The best candidates are not in any resume database. They are working, not looking, and are nearly impossible to reach with current tools. Nova Recruiter changes that," says Ramón Rodrigáñez, CEO and co-founder of Nova. The company, known for connecting over 25,000 high-potential professionals in over 80 countries through its network, has just launched Nova Recruiter: an AI platform designed to find, evaluate and contact the best talent in the world. It's not another candidate management tool or another ATS (Applicant Tracking System); it's the first platform built entirely to solve the most expensive problem in recruiting: direct sourcing. More than 100,000 profiles evaluated. Since 2020, Nova has been selecting the people with the most potential in the world for its community and serving as headhunters for Ibex-35 companies, strategy consultancies, or international investment funds. That process - contacting professionals who aren't looking for a job, evaluating hundreds of thousands of profiles, and identifying real merit beyond a CV - forced the team to build its own screening infrastructure. Along the way, the team identified three deep fractures in the hiring process that no existing tool solved: * Search engines still operate by keywords, not by real merit. An exceptional candidate who doesn't use the exact filter terms simply doesn't appear. * Passive talent is increasingly hard to reach. Top professionals receive dozens of generic messages each week. Most ignore them. * Automation that has transformed sales, marketing and customer service is still virtually non-existent in direct sourcing of qualified profiles. "A headhunter's job is to find, contact and convince the best professionals to change companies. With Nova Recruiter, we want to free recruiters from manual direct sourcing so they can focus on human connection, which is where they truly add value," emphasizes Rodrigáñez. Three pillars changing the game. Nova Recruiter was born from experience, not theory, and operates on three differentiating axes: 1. Search by merit, not keywords. The platform allows searching across over 800 million public profiles on the internet internationally, using AI to identify candidates by achievements, trajectory and potential, not by exact terms appearing in their profile. Recruiters can launch searches in natural language, upload a job description, or use a reference profile as a starting point to find matching candidates without having to wade through hundreds of irrelevant results. 2. Multichannel outreach with 2.5x higher response rates. Nova Recruiter enables personalized contact campaigns at scale, with automated follow-ups across multiple channels (email, Nova app and other professional platforms). Result: response rates 2.5 times higher than the industry average. 3. AI agents shaving +20h of manual work per process. The entire flow (search, contact, follow-up and responses) happens within a single platform, using artificial intelligence agents to automate the complete process. This allows recruiters to save over 20 hours per process (+95% of total time) and dedicate themselves to what really matters: human connection with the candidate. Paying clients from day one. Nova Recruiter doesn't enter the market as a beta product. The platform already has over 20 paying clients who validate its value proposition across all segments: from large corporations like El Corte Inglés, Indra Group, L'Oréal and Leroy Merlin, to high-growth scaleups like Fever, as well as startups, recruitment agencies and executive search firms like Taplow. One of the early success stories is Mscope, a Spanish tech company that used Nova Recruiter to hire its first Head of Recruiting, a candidate they found directly through a campaign on the platform. "Candidates want to be contacted by who their boss will be, not someone from HR. With Nova Recruiter I can prepare candidate lists and let each team lead make the direct contact. That completely changes the conversation," emphasizes Maite Abad, Chief Financial & People Officer, Mscope. The platform complies with GDPR regulations and the EU AI Act, updates its profile data monthly, and integrates with major ATS systems, as well as Gmail and Outlook for email messaging layer.

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