LinkedIn Proxy Sourcer
Plan before you spend. This agent drafts a LinkedIn Proxy search sequence as a checklist, then runs it and hands back a ranked shortlist — without burning your included credits on broad, untargeted searches.
- Output
- →Document
What it does
The LinkedIn Proxy Sourcer reads the role's brief from your project, designs a phased LinkedIn Proxy search sequence, saves it as a reusable checklist document, and then works through that sequence — searching fresh public LinkedIn/employment data and enriching the strongest matches — to produce a ranked shortlist.
Why recruiters use it
- Start from a clear, saved search plan instead of a blank search bar.
- Spend your included credits deliberately — broad first, enrich only the best.
- Get a ranked shortlist with the reasoning and the search plan that produced it.
No setup
LinkedIn Proxy is included with Calyflow — there's nothing to connect and no API key to manage. Every workspace gets a pool of managed credits; the agent spends them carefully and tells you if you run low.
What you get
- A "LinkedIn Proxy search sequence" checklist document — the planned steps, search intents, and an estimated credit cost.
- A shortlist ranked best-match first, with a one-line rationale and a ready-to-use, personalized outreach hook per candidate, and a note on who was ruled out.
What you need
- A role brief (job description / intake notes) saved in the project.
- Included LinkedIn Proxy credits remaining on your workspace.
How to run it
Open a project with a role brief and run. Both documents are saved to your project files.
Run this agent in Calyflow
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An outreach agent that reads candidates from the tracker you run in Google Sheets, Excel, or Airtable, writes a short personalized email to each one grounded in the role and your tone of voice, sends them from your own mailbox (Gmail or Outlook), and saves a send log into the project. Pick the data source and the mailbox when you run it.
→Emails
Candidate Scorecard Rubric
Turn the project's job description into a structured Ideal Candidate Profile with a weighted scoring rubric — must-have (3), important (2) and nice-to-have (1) criteria, each with a concrete "how to evaluate" cue, plus a max-score guide. The rubric that drives consistent candidate screening.
→Document