Booost for recruiters: reach candidates through people they already know, at a pace the account survives.

The job

Find people who fit a role, reach them in a way they answer, and do it every week without the account that carries your firm's name getting restricted. Recruiting outreach is high-volume and repetitive by nature — exactly what LinkedIn's systems watch for.

What Booost does for that job

Your network, scored for the roles you hire. The interview takes your roles, seniorities and target companies; from there every contact is scored on six axes — thematic fit, seniority, activity, target fit, influence and proximity — with the evidence behind each score, and grouped into target clusters you name. Run LinkedIn search inside the app and collect the results; import a CSV with column mapping; qualify people Hot / Warm / Nurture / Cold from the profile and the conversation so far.

The warm path, not the cold note. When a candidate shares a mutual connection with you, Booost shows it, suggests the path through that person and drafts the introduction request — the kind of approach a passive candidate actually answers. The affinity score (0–100) tracks the people you want to keep warm for the next search, rising with real interaction and cooling with silence.

Outreach that stops when a candidate replies. Campaigns with triggers, conditions and A/B variants, personalised connection notes, follow-ups that stop the instant someone answers, withdrawal of invitations that go unanswered. Every outgoing message is checked against the last fifty: above 0.85 similarity it is regenerated, so a hundred candidates do not receive the same note.

An inbox by intent. Conversations synced and sorted — interested, not now, wrong fit — with a reply drafted in your voice in one click, in the candidate's language.

Employer brand from the same workflow. The editorial pipeline drafts posts from sources you choose, checks them against their sources, and publishes them under your name or as the firm's Company Page, then reacts and comments around them — so the profile a candidate checks before replying is alive.

The pace is decided by safety, not by the deadline. Warm-up over weeks, actions paced inside the hours you set, a live trust score that slows the account down on its own, a circuit breaker at the first CAPTCHA or odd response, and a diagnostic panel that says which gate stopped an action. This is the part recruiters find frustrating in week one and are grateful for in month six. There is no plan quota; the ceilings are the safety ones, identical on Basic and Pro.

Multi-account, each in its own session. An agency desk with several recruiters' accounts runs them from one desktop, each isolated, each with its own warm-up and hours.

What Booost does not do for recruiters

• No InMail. Booost reaches people through connection requests and messages to connections; it does not send InMail, and it does not integrate with a Recruiter or Talent seat. Linked Helper and Meet Alfred do both.
• It is not an ATS. Candidates live in Booost's contact intelligence and export as CSV; there is no integration with your ATS, no webhook and no API today.
• No group or event campaigns. Sourcing from LinkedIn groups and event attendee lists is on Meet Alfred and Linked Helper, not on Booost.
• The inbox is per account. No unified team inbox, no roles.
• Volume is deliberately capped by the safety system. If your model is a thousand notes a week from one account, Booost will not do it, and no tool that does is safe for the account.

What it costs

Billed monthly via Stripe, cancel any time; candidate data stays on your machine. A 30-day trial on the first account for waitlist members.

Booost opens on 1 September 2026. Join the waitlist to keep the founding price.