Questions, answered.

From professional-profile data that Hirepup sources through data partners. Hirepup never scrapes LinkedIn and never automates anything on it; where a candidate has a public LinkedIn profile, we link out to it.

Each candidate is scored out of 100 across seven parts: skills, title, seniority, experience, location, company and industry, and career signals. People open to work get a bonus. For the strongest candidates, a final judgement can move the score by up to ten points, and it always says why. Open any candidate to see what every part was based on.

Yes, before anything is searched. Move skills between must-have and nice-to-have, add or remove them, choose which requirements are hard filters, and set how much each part of the score matters.

You pick a reason — too junior, too senior, wrong skills, wrong location, job-hopper or other — and the ranking adjusts at once. Each part of the score can move by at most 30%, so a few clicks cannot turn the list upside down, and any verdict can be undone.

No. You decide who to approach and how. Hirepup gives you the shortlist, a pipeline to track it, a CSV export and the LinkedIn links.

Name, photo, age, graduation year, gender, nationality, religion and marital status are never scoring inputs. Education is off by default too.

A search costs 25 credits, charged when it finishes and only for what it finds: 15 if it finds fewer than 100 people, nothing if it finds fewer than 25 or fails. Searching the same role again within 30 days costs 10, and checking the pool size is free. New workspaces start with free credits, no card needed.

Only people in your workspace. Roles, candidates, notes and shortlists are kept separate for every workspace.