Selective presentation
Relevant experience, confirmed interest, and a clear explanation of why each candidate belongs in the conversation.
Learn more ↗
Professional, management and executive hiring.
Qualified candidates.
Professionally prepared.
Personally selected.
A focused search, carefully screened candidates, and a clear reason behind every introduction.
Fees & Terms · Looking for your next role?
Employer-paid direct-hire recruiting across the United States. Personal AIRS credentials referenced in the artwork belong to Keith Lawrence Miller; they do not imply AIRS/ADP endorsement or certification of every team member.
The Ivy Recruiter approach01 / Evidence
A clear reason behind
every introduction.
We don’t just send résumés. We want employers to understand why a candidate belongs in the conversation.
01
Relevant experience
Real responsibilities and accomplishments, connected to the role.
02
Clear evidence
Candidate-reported information distinguished from confirmed facts.
03
Better conversations
Open questions and practical points to explore in the interview.
Hiring Agent evidence · Recruiter judgment
A considered path from opening to introduction
Every stage has a human purpose.
Define the opening
Agree the role, practical requirements and signed recruiting terms.
Search & evaluate
Permitted sourcing and organized evidence support recruiter conversations and judgment.
Prepare & approve
Selected finalists review their materials and approve the specific employer presentation.
Interview & place
The employer evaluates the evidence and makes the hiring decision.
Support the first 90 days
Agreed check-ins and covered replacement under the signed agreement.
Ivy Recruiter Hiring Agent
AI Finds Candidates.
We Understand People.
Ivy Recruiter combines experienced human recruiting judgment with its proprietary Hiring Agent.
Finding people has never been the hardest part of recruiting. Understanding them is.
Our Hiring Agent helps structure search requirements, identify potential candidates, organize candidate evidence, and support recruiters throughout the search.
Technology helps us identify and evaluate candidates efficiently. Human recruiters provide judgment and employers make the hiring decision.
Then our recruiters do what requires human judgment.
We talk to the person. We look beyond the job title and résumé to explore how they think, communicate, make decisions, respond to challenges and work with others.
A résumé can tell you where someone worked. It cannot fully tell you who they are at work.
Technology-Enabled Recruiting. Human Judgment at the Center.
Learn about our approach ↗The work behind every introduction
Technology supports the search.
People make the decisions.
A 28-second introduction to the Ivy Recruiter approach. Silent, with on-screen text and a complete text equivalent.
Read the introduction transcript
A job description is where the search begins. Our Hiring Agent helps structure the search and organize relevant candidate evidence.
Then we speak with people, explore what they have done, and understand how they make decisions.
A focused finalist presentation explains the evidence, open questions and practical alignment. Candidates approve where their materials go. This is an illustrative example, with no live candidate or consent record.
You choose the hire. We support the process and stand behind the covered replacement commitment. Covered 90-day replacement means no additional placement fee under the signed agreement.
AI Finds Candidates. We Understand People. Discuss a Hiring Need.
Download the transcriptView the seven-second brand study
Optional silent motion. Use the player controls to play or pause. The still remains available without playback.
The person behind the recruiting judgment
Keith Lawrence Miller, M.A.
Understanding people is where the human advantage begins.
Keith is an organizational psychology practitioner, executive and leadership coach, recruiter, and founder of Ivy Recruiter. He holds a Master of Arts in Social-Organizational Psychology from Teachers College, Columbia University and has spent more than 15 years working directly with professionals, leaders, executives and organizations.
That background informs how he listens beyond an answer: how someone reasons through a decision, communicates under pressure and describes working with others. Those conversations help him explore fit and transferable capability beyond a résumé.
The right experience may not fit the environment. A less obvious background may hold relevant judgment, adaptability and transferable experience worth exploring.
Why Keith’s background matters ↗
From Keith Lawrence Miller, M.A.
The thinking behind the work.
Recruiting Mastery explores talent, evidence and better hiring through the lens of professional recruiting judgment.
Read the Recruiting Mastery feature ↗Technology-Enabled Recruiting. Human Judgment at the Center.
Ivy Recruiter Hiring Agent
AI Does the Searching. Our Recruiters Decide Who Matters.
Ivy Recruiter uses its proprietary Hiring Agent as part of its recruiting process. It structures employer requirements, analyzes job descriptions and requisitions, identifies potential candidates, and organizes qualifications and evidence for recruiter review.
- Search
- Evidence
- Potential candidate
- Recruiter judgment
How the Hiring Agent supports recruiting
- Structure employer hiring requirements and analyze job descriptions and requisitions
- Identify potential candidates using permitted candidate sources
- Organize candidate qualifications and supporting evidence
- Compare candidates against employer requirements
- Identify transferable experience, missing information and areas requiring recruiter review
- Maintain candidate and search history
- Support candidate outreach with recruiter approval and candidate permission
- Manage recruiting workflow and candidate lifecycle
- Provide structured information that supports recruiter judgment
The Hiring Agent gives recruiting judgment greater reach. Recruiters assess the evidence, candidates control permission to share their materials, and employers make the hiring decision.
AI Finds Candidates. We Understand People.
Explore the path from requirements to employer judgment
Illustrative demonstration; no live candidate or automated decision. These stages explain the process. They do not run a search, retrieve a record or grant permission.
- Employer-authorized requisition
- Role criteria and practical requirements
- Permitted search sources
- Evidence and unknowns
- Recruiter review and conversation
- Candidate permission for the employer, role and documents
- Selective finalist presentation after operator approval
- Employer judgment and hiring decision
20%Employer placement fee · Fee details
90 daysCovered replacement, no additional placement fee · Coverage terms
No feesFor candidate consideration & finalist preparation · Candidate process
The employer advantage
A selective slate.
A more informed decision.
Our selective target is up to three strong, qualified finalists. We will not add an unsuitable candidate just to complete a slate.
Professional preparation
Selected finalists receive professional-document preparation at no cost, then approve their materials and employer presentation.
Learn more ↗Support beyond the offer
Hiring-manager support and agreed check-ins around days 30, 60, and 90 help surface questions and next actions.
Learn more ↗Inside a Candidate Evidence Brief
Evidence worth a conversation.
Synthetic example; not a live candidate. This is synthetic material, not an available candidate. All roles, candidate details, documents and process states are fictional. No live consent record or automated hiring decision is displayed.
Candidate-reported
Relevant Experience
The fictional candidate describes coordinating work across several teams. The scope, personal contribution and outcomes need to be explored in conversation.
Not yet verified
Supporting Evidence
An example project summary could support the account. No reference, document or outcome has been independently confirmed in this demonstration.
Open discussion
Practical Alignment
Work arrangement, location, compensation expectations and availability would be discussed for the specific role. No practical alignment is assumed here.
Recruiter judgment
Questions to Explore
What was the hardest trade-off? Which decision was yours? What evidence could clarify the result? These questions guide a conversation, not an automated score.
Example only · not authorized
Permission Status
Candidate-approved materials: no presentation is authorized. A real introduction requires the candidate’s permission for the named employer, role and exact final document versions, plus operator approval. A withdrawal must be respected.
From the brief to the first 90 days
We recruit.
We prepare.
We present.
Start with the work to be done. Move forward with evidence, candidate permission, and a shared understanding of the next step.
See the recruiting process ↗- Define the search
Agree the role, requirements, working arrangements, and recruiting terms.
- Find and evaluate candidates
Our proprietary Hiring Agent identifies potential candidates and organizes evidence. Recruiters review relevance, speak with candidates and make evaluation decisions.
- Prepare and present finalists
Professional documents, candidate approval, and employer-specific authorization.
- Coordinate interviews and placement
Support communication, the offer, and the confirmed start.
- Support the first 90 days
Agreed check-ins and the candidate-replacement commitment.
Our replacement commitment
A 90-day candidate-replacement guarantee.
If a placed candidate leaves within the first 90 days and the departure is covered by our agreement, Ivy Recruiter will replace the candidate at no additional placement fee. The signed employer agreement defines coverage and the replacement process.
Read the replacement guarantee ↗For candidates
Your experience deserves a clear presentation.
No résumé purchase, coaching package, or paid membership is required. You approve your final materials and the specific employer presentation.
Founder-led recruiting
Human judgment, applied personally.
Keith Lawrence Miller combines organizational psychology, executive coaching and recruiting experience to explore the person behind the résumé.
Meet Keith Lawrence Miller ↗Prepare for the conversation
Practical guidance for your next hire.
Use the hiring brief, interview questions, and candidate-presentation guidance to prepare for a more useful search conversation.
Start with the work to be done
Tell us about your next hire.
Share the role, the practical requirements and the decisions ahead. An inquiry starts a conversation; it does not authorize a search.
Discuss a Hiring Need Fees & TermsSupport for your own job search
Free candidate consideration remains separate from optional personal career services.
Discuss a personal search plan