The best person for this job is already connected to your team.
Klareda searches your team's networks against the role you defined, and tells each person who to refer.
- Government-grade search
- GDPR and EU AI Act compliant
- All data stored in the EU
Job ads produce quantity, not quality.
Two hundred applications from people who have never met anyone in your business.
Lena K.On your team since 2021
THE PERSON TO HIREJonas M.Payments lead, Madrid
- Worked with Lena for 3 years
- Built the payments team you need
ONE CONNECTION AWAYA named person, the colleague who knows him, and why he fits.
200 APPLICATIONSStrangers with a CV attached, screened by whoever has the least time.
your best hires have always come from referrals.
People your team has worked with. Someone who knows the work has already vouched, so half the assessment is done.
but referrals do not scale.
Finding them meant reading one employee's connections at a time, hundreds of people, per role. Nobody has that time.
so you default to volume.
Job boards, cold outreach, agency fees. Every candidate arrives as a stranger, and every piece of assessment starts from scratch.
From teams that already hired well.
What talent leads say after the first search.
“ Klareda removes friction, keeps everyone on the same page, and turns interviews into real decision moments instead of just conversations. ”
The old question
"Do you know anyone?"
Four seconds. Nobody.
vsThe new one
"Lena, you know Jonas."
One name. One yes.
Stop asking who they know.Tell them who to refer.
"Do you know anyone?" is impossible to answer from memory. Their networks are not empty. Recall is.
Klareda reverses the question.
It searches your employees' networks against the role, returns names, and tells you who knows each one. They only have to say yes.
Intelligent matching.
semantic, not keyword.
It does not match job titles. It looks for what the role has to produce and finds people who have done it.
across two networks.
Your employees' connections and your executive network. The two places your best hires come from.
at scale, per role.
A day of manual trawling per employee now runs in seconds, across everyone, for every open role.
proactive, not passive.
It does not wait for someone to remember. It names the person, the colleague who knows them, and drafts the ask.
The search engine underneath was built for governments.
The obvious question about searching your team's networks is whether you should let anybody do it. The answer starts with what the engine is.
Built for government-scale research.
Klareda's semantic search was developed for government-level research and is currently deployed with several governments around the world. It was built for a scale and a standard of rigour that commercial recruitment tooling was never designed to meet.
Compliant by construction, not by policy.
GDPR compliant. EU AI Act compliant. All data stored physically in the European Union.
Why this matters to you specifically.
Most tools that touch employee networks are American, store data in the United States, and hand you a data processing agreement to sign. Klareda was built under European rules from the start, which is why a German talent lead can put it in front of a works council without a six-week legal review.
gdpr.
eu ai act.
data stored in the eu.
Define success once.
Everything else runs off it.
A search is only as good as what you point it at.
defined
Mission, outcomes and the five to seven competencies that decide it.
matched
Network Search runs against that definition, not against the job ad.
hired
The same definition writes the ad, the questions and the scorecards.
One definition in all three places.
Agreed by everyone who will interview, before anyone starts looking.
A warm candidate still needs a real decision.
A referral is a better starting point, not a verdict.
The package generates itself.
Job ad, interview questions, stages and scorecards, all from the Blueprint.
Interviews produce evidence.
The notetaker joins the call and maps what was said to your competencies. Interviewers score at the time, not three days later.
The debrief compares evidence, not impressions.
Scorecards populate automatically. Everyone assessed the same things against the same criteria, so you get a verdict, not a discussion.
The standard follows the person into the job.
The outcomes written at the start become the offer conversation and the first ninety days.
Most hiring fixes work for about two months.
A workshop lands. The standard holds a few weeks. Then a role goes out without a Blueprint and everyone defaults back.
That is not discipline. The standard has to live in the system you work in, not in a memory of a workshop.
Klareda is where it lives, so the method survives the person who introduced it.
- the standard in the system
- the standard in somebody's memory
94%94% of new hires pass probation at six months, at companies using the method50%+50%+ of hires made through referral networks23%23% less leader time on senior hires12,000+12,000+ interviews behind the method
Four parts, one system.
The questions a talent lead asks first.
Eight answers on Network Search, the definition, and where your data lives. Anything else, ask us in the demo.
What is Network Search?
A semantic search across your employees' and executive networks, matched to the role as you defined it. It returns named people, the colleague who knows each one, and why they fit.
How is this different from a referral programme?
A referral programme asks people to remember. Klareda does the remembering: the employee sees one person and one reason, so the ask takes seconds.
Is this a sourcing tool?
The opposite. Sourcing increases the number of candidates you assess. Klareda reduces it: six people someone on your team has worked with, instead of two hundred strangers.
Do we still need to define the role first?
Yes, and it takes about 30 minutes. A vague brief returns people whose titles match. A proper definition returns people who have done the work.
What does the employee have to do?
Say yes or no. Klareda names the person and drafts the ask.
Is it GDPR compliant?
Yes, and EU AI Act compliant. All data is stored physically in the European Union. The search engine underneath was built for government-level research.
Where is our data stored?
Physically in the EU. No transfer to the United States.
Is this the same as a LinkedIn scraper?
No. A scraper matches keywords against job titles and breaks platform terms. Klareda runs a semantic search built for government-scale research, matched to a defined role.
your next hire is already one introduction away.
Define the role, search your networks, start the conversation warm.
Government-grade search · GDPR and EU AI Act compliant · All data stored in the EU