AI Sourcing & Deep Matching

Find the right candidate. Not just more of them.

Describe your ideal hire in plain English. Dotof sources high-potential candidates from public sources and its own database, then ranks them with recruiter-level reasoning across six dimensions of fit with each result explained.

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Browser-based · No installation · Works alongside your current process

Source a Sales Manager in Hong Kong, 8–12 years; nice-to-have: stable.
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The problem was never too few applications.

Dotof surfaces the few that actually fit.

98% of applications aren't qualified

On average, 245 of 250 CVs are not relevant.
Volume just means more screening.

01 · Source

Describe your ideal hire. In plain English.

Skip boolean strings and synonym-guessing. Tell Dotof what "great" looks like and it searches candidates from various sources to surface qualified people, including strong candidates who aren't actively applying.

  • AI targeted outbound sourcing across public sources and the Dotof database
  • Natural-language prompting with contextual understanding, not keyword matching
  • Flexible ranking & sorting that surfaces the most relevant candidates first
Sales Manager in Hong Kong with 8–12 years experience, stable…
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02 · Match

Six dimensions of fit. Every one explained.

Dotof combines Candidate Intelligence with Hiring Intelligence. The result is an explainable recommendation, with reasons for match or mismatch. 

Explainable hiring recommendations combining what drives each person's interests, motivations and preferences and what truly matters for success in the role, team and organisation.

Fit analysis · Alex Chan

Strong Match
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Why

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Why it's deeper

We understand people,
not just resumes.

A fuller candidate picture (with consent)

Beyond the CV, candidates can share motivations, job and work-mode preferences, availability, career-path openness and what matters most in their next role — so matching reflects real fit. Consent-based, HR-only access.

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A few questions about the role

Dotof asks a few quick questions about the role — team structure, whether it manages others, the communication that matters most — so it understands your requirements the way an experienced recruiter would, using your job description together with what you tell it.

Which communication matters most? Internal or external?
How is the team structured today?

03 · Compare

Compare candidates in seconds and ask the AI anything.

Line up your shortlist with an AI comparison table — highlights, matches-well and points-to-note per candidate — then ask direct questions ("Which of these has led a team through rapid growth?") and get an answer without opening a single CV.

  • AI-powered summaries, fit analysis and instant answers to hiring questions
  • AI comparison table with flexible columns and Ask-AI
  • Eliminate manual CV review one by one
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Highlight
Matches well
Points to note
Notice 2 mo
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Relocating

Ask AI

Which of these has led a team through rapid growth?

Alex Chan — grew a sales team from 4 to 14 across two funding rounds; the closest match to your scaling question.

Proven in pilots

Less screening. Better shortlists.

In early pilots with SMEs and start-ups, teams replaced manual screening with instant, ranked shortlisting — reaching the right candidates faster.

Up to 92%

estimated time saved across overall screening, matching and assessing

Estimated pilot figure; outcomes vary by role and hiring context.

Stop screening. Start deciding.

See Dotof source and match against your live hiring needs.