See a real strategist run a real search — in 90 seconds.

Before your strategist opens the dashboard on video, they've already read your résumé, the two most recent job posts you saved, the notes from your onboarding call, and any constraints you flagged — compensation floor, geography, industries to avoid, must-have benefits, confidential-search mode. Intake is where a search either gets its bearings or drifts, so we take the time. Your strategist writes back a short search brief that names the level you're pushing for, the two or three role families in scope, and one honest sentence about the trade-offs you're willing to accept. Nothing goes out until you confirm the brief matches what you actually want.

Intake also captures the practical stuff that stops a search cold if it's missed — visa status, notice period, references who are ready to answer a call, portfolio and code samples that need a scrub before they're sent, and the two or three people in your industry you'd rather not have hear about the search yet. Small details that most tools skip. Your strategist keeps this file up to date every week, so the brief never goes stale mid-search.

Targeting is the difference between a search that lands interviews and one that burns your time. Your strategist builds a working shortlist of roles, then red-lines the ones that miss on level, comp band, industry, or company tier — before a single application goes out. They flag the "stretch" targets and the "safety" targets separately, so you're never comparing an apples-to-oranges list. The shortlist is a living thing: it refreshes as postings turn over and as the market reacts to your first outreach batches. What you see in the video is a snapshot; behind it, your strategist is triaging new roles into and out of the list every workday.

Targeting also runs a reality check against your comp floor and geography. If the shortlist keeps turning over the same three companies, that's a signal to widen the aperture, not to lower the bar. Your strategist will name the trade-off out loud in the dashboard: broaden geography, broaden industry, or hold the line and wait for the right role to come open. You make the call, and the shortlist re-shapes to match.

Outreach is the reason interviews happen. For each priority role, your strategist writes a tailored message to the recruiter or hiring manager — in your voice, not a template — that names the role, the team, and one specific reason you're a fit. They pin the job description, the hiring manager's LinkedIn, and any recent company news to the composer, so the message reads like a person who actually did their homework. On Assisted, the draft lands in your approval queue and doesn't move until you tap yes. On Done-for-you, your strategist sends after the standing rules you signed off on at intake. Either way, nothing generic ever leaves.

The follow-up cadence is worked, too. If a recruiter opens but doesn't reply, your strategist queues a nudge with new context — a fresh proof point, a mutual connection, a piece of company news — instead of a boilerplate bump. If the recruiter says the role has moved to a different team, you get a fresh outreach to that team with the same care. This is where a real human out-earns a template every time.

A warm referral converts to an interview roughly ten times better than a portal submission. Your strategist runs your existing network against the target company and surfaces the three best warm paths — usually a former colleague, an alum, and someone one hop out through a mutual — plus the exact ask you should make of each. The video shows a network graph with three lit-up nodes; underneath that, your strategist has already checked whether those contacts are still at the company, whether they're in a role adjacent enough to make a useful intro, and whether reaching out risks anything on your side. Only the referrals that survive that check make the cut.

Every referral ask is written for the referrer, not for you. Your strategist drafts a two-sentence blurb they can forward internally — role, what you'd bring, one specific accomplishment — so the referrer's ask of their teammate takes ten seconds. Referrals that need effort don't happen. Referrals that don't need effort do. That's the design.

The "needs your OK" card in the video is a human-in-the-loop checkpoint. Anything with lasting consequence — an application submission, a recruiter DM, a referral ask, a message to a specific person by name — pauses in your approval queue until you tap yes. The card shows the exact copy, the recipient, and the context, so you're never approving a black box. You can approve one item, approve everything from a batch, or send it back with an edit. On Assisted this is the default. On Done-for-you, the queue is narrower — reserved for the moments a real person should still choose — and you set the rules at intake.

The approval queue is also where you can hit stop cleanly. Pause the search for a week, exclude a company you just heard bad things about, or reroute your outreach to a specific vertical — one tap, and the next batch respects the rule. You are always the last word. Your strategist is the person who does the work; you keep the veto.

The interview is the only outcome we chase. When a callback lands, your strategist runs a pre-brief covering the interviewer's background, the team's current priorities, and the two or three questions you're likely to face given the role's job description. Then a mock interview against the actual scorecard the hiring team is likely using, with feedback and a rewritten answer for the questions you fumble. After the interview, a debrief: what went well, what to tighten, what to send in a follow-up note that same day. This is where the work of the first five chapters gets converted into offers.

Once an offer is on the table, your strategist stays on the call for negotiation. Base, sign-on, equity refresh, notice-period timing, start date — every lever pulled with a specific script rather than a hopeful email. If the offer is close but not right, you get the exact numbers to counter with and the rationale to say out loud. If it's the right one, we run a clean acceptance and help you leave the current role well. The last mile matters as much as the first.