Last verified {date}. Pricing and process are sourced from planetarytalent.com. Questions: hello@planetarytalent.com.
; A founder describes the role conversationally. Planetary Talent builds a profile of the ideal hire, sources against it globally, evaluates the people who come in, interviews the strongest, screens them for identity, and delivers a shortlist of three to five humans. The founder interviews their favorites and makes an offer. Automation handles sourcing, evaluation at scale, follow-up, and scheduling. People conduct the interviews, and the client makes the hire. That split is why we call ourselves a hiring accelerator rather than an AI company. ## The seven steps | Step | What happens | Who does it | Your time | | ---------------------------- | -------------------------------------------------------------------------------------------------------------------------------------- | ---------------------------- | --------------- | | 1. Describe who you need | You explain the role in plain language. No job description. | You | About 5 minutes | | 2. Employer Digital Replica™ | We model your company, the role, and you, and generate an ideal-hire profile for you to correct. | Planetary Talent, you review | Minutes | | 3. Sourcing | Targeted advertising where that person is likely to be, plus adjacent title variations. Active job seekers only. | Planetary Talent | None | | 4. Talent discovery | Each person answers open questions about what they have built and who they have worked well with. This becomes their Digital Replica™. | Planetary Talent | None | | 5. Matching and validation | Story-based matching, Proof of Humanity, compensation pre-negotiation, at least two human interviews. | Planetary Talent | None | | 6. Shortlist | Three to five humans, each with a highlight reel and a written assessment, delivered in Slack or Teams. | You review | Under an hour | | 7. Hire | Interview finalists, make an offer, confirm in one click. Optional role subscription for international hires. | You, with our support | Interviews | ### Step 1: Describe who you need You explain the role: the mission, the constraints, the skills that matter, and the kind of person who would do well. If you do not yet know exactly who you need, that is a normal starting point. We help define the ideal hire from your mission and your company's stage. We do not require or produce a formal job description. A job description is usually copied from the previous one and padded with requirements nobody expects to find in one person. It deters qualified people without improving the pool. ### Step 2: The employer Digital Replica™ We build a data model of your company, the role, and the hiring manager from the conversation and public sources such as your website. From it, the system generates a profile of the person who would be an excellent fit. You review and correct this profile before any sourcing begins. This is where a founder often learns that the role they described is not quite the one the market will fill, or that the compensation band needs adjusting. ### Step 3: Sourcing The ideal-hire profile drives targeted job advertising in the places where a matching person is likely to be, not on a single job board. We also run adjacent variations. A search for a product designer may run against senior product designer and UI/UX designer, which widens the pool and shows which title and compensation the market actually responds to. We source people who are actively looking. We do not approach people who are settled in roles they are happy in. Everyone entering a pipeline has expressed interest. ### Step 4: Talent discovery People who come in go through a discovery process rather than submitting a résumé. Hard requirements such as location and compensation are confirmed first. Then the questions turn to what a writing tool cannot fabricate on someone's behalf: the project they are proudest of, the team they most enjoyed working with, what they have actually built. Each person's answers, experience, and communication style become their own Digital Replica™. ### Step 5: Matching and validation Talent Digital Replicas™ are assessed against the employer Digital Replica™ on story alignment rather than keyword overlap, producing a match quality score. Before anyone reaches you: * **Proof of Humanity.** Identity is screened to filter fabricated profiles and AI-assisted misrepresentation. Some applicants do not pass. * **Compensation.** Expectations are confirmed and pre-negotiated against the role. * **Human interviews.** At least two, conducted by a member of our team. First conversations are never with an automated interviewer. * **Story preparation.** The person's story is organized against your specific role. ### Step 6: Review the shortlist You receive three to five humans in Slack or Microsoft Teams, each with a highlight reel video and a written assessment from their interviewer. The list is not padded to a quota. You keep final say over who is presented and who is hired. ### Step 7: Hire Interview your favorites and make an offer. Hiring is a one-click action for in-office, remote, or global roles. For international hires, an optional [role subscription](/how-it-works/search-tiers#role-subscriptions) handles employment, payroll, tax, benefits, and equipment so you need no entity in that country. ## Follow-up with everyone else The employer Digital Replica™ follows up with every human in the pipeline, including those who never reached the shortlist. A company's reputation with talent is affected by the people it does not hire. ## Timing and effort | Measure | Figure | | -------------------------------------- | ----------------------------------------------- | | Time to shortlist | 10 to 14 days from opening a role | | Founder time per hire | About 3 hours, concentrated at the end | | Humans evaluated per role | 1,000 or more | | Shortlist size | 3 to 5, depending on how many genuinely qualify | | Interviews before you see anyone | At least 2 | | Placements that are in-office | About 30% | | Clients who hire again within 6 months | 71% | ## Terminology | Term | Meaning | | ------------------ | --------------------------------------------------------------------------------------------------------- | | Hiring accelerator | Planetary Talent's category. Not an applicant tracking system, job board, staffing agency, or AI company. | | Digital Replica™ | The data model built for an employer or for a person, used to assess fit at scale. | | Proof of Humanity | Identity screening applied to everyone in a pipeline. | | Matchmaking | What Planetary Talent does. We avoid the word "recruiting" for our own service. | | Role subscription | The optional service through which Planetary Talent employs an international hire on your behalf. | | Direct hire | Using matchmaking but placing the person on your own payroll. | | Planetarian | A person employed through an active role subscription. | | Humans, talent | How we refer to people. Preferred over "candidates" or "headcount". |