Getting consistently strong results starts with how you search
These are the habits that separate recruiters who get ranked, evidence-backed results from those who get broad, unsorted lists.
1. Front-load the context
AIRA works best when it has the full picture upfront. Don't start broad and layer in criteria through follow-up messages. Write everything you know about the role into the first query. Include years of experience, industry, company stage, outcomes, and environment all at once.
Why: Each re-run is a fresh ranking pass. A richer starting query produces a better initial result set and reduces how many edits you need.
2. Describe outcomes, not just titles and years
Titles and tenure describe a resume. Outcomes tell AIRA what to look for in notes and transcripts. The qualitative ranking layer is only activated by outcome-based language.
Weak: A sales director with 10 years in B2B
Strong: A sales director with 8–12 years in B2B SaaS who's consistently closed enterprise deals above $500K and built SDR teams from scratch
3. Check the AIRA Insight column before opening profiles
The AIRA Insight column is designed to let you triage results without opening a single profile. Read the evidence bullets first. If three of the top five candidates have the right signals, go directly to them. Use profile opens for candidates where the evidence is interesting but you need more context.
4. Use conversational edits for criterion changes
If you want to adjust filters after results load, type the change in the side sheet rather than clicking into chips. It's faster and AIRA confirms the change before rerunning. Save chip editing for cases where you need to see and control the exact value.
5. Explain shorthand and internal terminology
AIRA handles common industry terms well. Where it may struggle: internal abbreviations (e.g. "portco" for portfolio company), niche verticals (e.g. "CDMOs" vs. "contract drug manufacturers"), or role titles that mean different things across industries. When in doubt, spell it out.
6. Build better candidate data over time
AIRA Search is only as good as the data behind it. Enable Notetaker on all calls, upload resumes when you receive them, and add notes after candidate conversations. Candidates with richer profiles rank better, show up with more evidence, and are easier to assess from the results table alone. The investment in data quality compounds with every search.