Built by recruiters.
Backed by data.
We started as a recruiting team and built our own AI platform to run searches. Now that platform helps recruiting and staffing agencies hire the same way we do.
Why "Spectacled"
Our mark is a spectacled bear — the Andean bear, the only bear native to South America. It gets its name from the cream rings around its eyes, markings that look like a pair of spectacles and are unique to each bear, like a fingerprint.
That's the whole idea of the product. Every candidate is distinct, and most recruiting software never really looks. Spectacled is built to see candidates clearly — seven scored dimensions, written reasoning, and evidence behind every number instead of a keyword match and a gut call.
Spectacled is the new name for the platform formerly known as RecruitingLM. Same team, same product — a name that finally says what it does.
Why we built this
The traditional staffing model hasn't changed in decades. Large recruiter teams per engagement, high placement fees, and evaluations based on keyword matching and subjective notes.
Spectacled replaces that with small teams plus AI. The platform scores every candidate across seven dimensions with written reasoning, so a lean desk can screen with the consistency a much larger team would need weeks to match.
We built it to run our own searches. Now it's a product any recruiting team can run.
Make every hiring decision defensible.
Most recruiting software tracks candidates through a pipeline. That's necessary, but it isn't the hard part. The hard part is deciding who belongs in the pipeline — and explaining why to a client, a hiring manager, or an auditor.
Spectacled makes the evaluation explicit. Every candidate is scored across seven structured dimensions with written reasoning. The recruiter still makes the final call — but that call is backed by data, and the data is readable by humans.
We think recruiting splits into two camps: firms that evaluate candidates with structured, explainable AI, and firms that lose business to them. We're building for the first camp.
It started as an internal tool. We were running agency searches ourselves and got tired of the workflow: source a candidate, open five tabs, compare notes in a spreadsheet, write a summary email to the client. Every step manual, nothing connected.
So we built scoring into the sourcing step. Then pipeline management. Then client portals. Then interview intelligence. At some point it stopped being an internal tool — and we realized other agencies had the same problem we started with.
Small team. Ship fast. Listen to users.
Ship weekly
We deploy multiple times per week. Features go from idea to production in days, not quarters. If something breaks, we fix it the same day. Our users never wait long for improvements.
User-driven roadmap
Every feature in the platform came from a real recruiter solving a real problem. We don't build speculative features or chase trends. If a user needs it and it makes the workflow better, it gets built.
Transparent AI
Our scoring shows its work. Every number comes with written reasoning. We don't hide behind "proprietary algorithms" — if you can't read why a candidate scored 72, the score is useless.
Security by default
Multi-tenant data isolation, role-based access, encrypted storage, and audit trails. We handle sensitive candidate data — contact details, salary expectations, interview transcripts — and we treat that responsibility seriously.
Want to learn more?
Whether you're a potential client, a partner, or just curious about what we're building — we'd love to talk.