Sourcing that explains itself
Paste a job description. Scout searches public LinkedIn profiles, scores every candidate it finds against that specific role, and writes out the reasoning behind each one.
No card. One hundred candidates, once off, to see whether the scoring matches your judgement.
Senior Financial Accountant — Johannesburg
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84Senior Financial Accountant
Why they fit
Eight years in financial reporting, four of them in a listed group, and has run the year-end audit pack twice. The IFRS 16 experience the role asks for is on their profile explicitly, not inferred.
Gaps
No exposure to the consolidation software named in the brief, and they have never managed a team, which the role expects within a year.
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71Financial Accountant
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68Group Reporting Accountant
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54Assistant Financial Manager
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It never contacts anyone
Scout produces a shortlist. Every approach is still made by you, to whom you choose.
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Public profiles only
What a person has published on their profile. Nothing private, nothing bought from a list.
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Built to POPIA
A published notice, a 90-day retention limit, and erasure honoured on request.
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No card to start
One hundred candidates, once off. Nothing renews and there is nothing to cancel.
Three steps, and you hold the gate
Nothing is searched and nothing is spent until you have seen what Scout intends to look for.
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Describe the role
Paste the job description. Scout reads it and proposes the search terms and locations, which you edit or approve. Nothing runs until you say so.
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Scout searches and scores
It searches public LinkedIn profiles and scores every candidate it finds from 0 to 100 against that specific role — not against a generic idea of a good accountant.
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You get the reasoning
Each score arrives with what fits, what does not, and a short summary you can put in front of a client without rewriting it.
What it takes off your desk
Every name on a shortlist is a profile someone would otherwise have opened, read against the brief, formed a view on, and written up. Scout does that pass on all of them. You approve the search, close the tab, and come back to a list that is already in order with the reasoning attached.
- Writing and rewriting the search until it returns the right people.
- Opening profiles one at a time to find out whether they are worth a call.
- Re-reading the brief to check what you were meant to be looking for.
- Writing up, from memory, why each shortlisted candidate is on the list.
Two desks, one problem
If you are working at volume
Ten open roles is ten searches, and the screening is the part that does not scale. Scout does that pass in the background, on each brief in turn, so the number of roles you can carry stops being set by how many profiles you can read in a week.
If you are newer to a desk
A score you can read the reasoning behind is a shortlist you can defend to a client — and a way to catch the good candidate you would otherwise have scrolled past, before you have the years that would have told you to stop on them.
The things people ask first
Where do the candidates come from?
Public LinkedIn profiles, through a third-party search provider. Not your connections, and not your InMail allowance — Scout does not touch your LinkedIn account and you do not need a Recruiter seat.
What about POPIA?
We rely on the legitimate interests ground in section 11(1)(f), publish a notice written for the candidate rather than for a lawyer, hold profile data for 90 days, and honour erasure and suppression requests. The reasoning is in the privacy notice.
Does it message candidates?
No. Scout scores and explains; it never sends anything to anyone. Every approach is a decision you make, and a person — not software — decides who gets contacted.
How accurate is the scoring?
It reads what is published on a profile, so it is as good as the profile is. Treat it as a first pass that shows its working: the reasoning is there precisely so you can disagree with a score and see immediately why it landed where it did.
What does it cost?
The trial is one hundred candidates, once off, with no card. Beyond that pricing is still a conversation while the tiers are being set — which is why there is no price on this page rather than a number that changes next month.
What happens when the trial is used up?
Nothing renews and nothing charges. The account stays, the searches you have already run stay, and you talk to us if you want to carry on.
Try it on a role you are working now
The honest test is a live brief and your own judgement of the shortlist. That is what the free hundred candidates are for.
No card, and nothing renews.