AIRA Search works differently depending on the type of recruiting your agency does. Here are four scenarios showing how different agencies use it.
Scenario 1: Executive search firm filling a CFO role
The situation: You're placing a CFO at a Series D healthtech company. You need someone who's been through a raise at that scale and understands the regulatory complexity of the space.
Query used:
"A CFO with 12–18 years in healthtech or medtech who's led a Series C or D fundraise and has experience preparing a company for regulatory audit. Ideally from a founder-led environment."
What AIRA does: Extracts quantitative filters (years of experience, industry) and qualitative signals (Series C/D fundraise, regulatory audit experience, founder-led environment). AIRA Insight evidence surfaces candidates whose call transcripts or notes mention fundraise involvement or FDA/compliance experience specifically — not just those with "healthcare" in their title.
Scenario 2: High-volume staffing agency filling 10 sales roles fast
The situation: A client needs 10 SDRs in the US, ideally from SaaS backgrounds, within two weeks. Speed matters more than deep qualitative vetting.
Query used:
"SDRs or BDRs in the US with 1–3 years of experience who've worked at a SaaS company. Open to remote."
What AIRA does: Primarily quantitative: title variants, location, experience range, industry. Results load fast with no qualitative ranking pass. Use bulk select to add 10+ candidates to the job pipeline in one action.
Scenario 3: Niche vertical recruiter, security-cleared engineering talent
The situation: You specialize in placing defense engineers. Your database has highly specific candidate data, including custom tags and notes about clearance levels.
Query used:
"A systems engineer with 8+ years in defense or aerospace who holds or has held an active TS/SCI clearance and has worked on embedded systems programs."
What AIRA does: Extracts years of experience and industry quantitatively. The clearance level and embedded systems signals go into qualitative ranking. AIRA looks for these phrases in notes, call summaries, and any custom fields on the candidate profile. Candidates whose profiles explicitly mention TS/SCI or clearance history will rank higher, and AIRA Insight will surface the specific note or transcript that mentions it.
Scenario 4: Recruitment manager validating a shortlist
The situation: A recruiter has sent you a shortlist of 8 candidates for a Head of Growth role. You want to spot-check whether the right people are being surfaced without opening 8 profiles.
Query used:
"A Head of Growth or VP Growth with 7–12 years in B2C or consumer apps who's led full-funnel growth from acquisition through retention, and has scaled a product past 1M users."
What AIRA does: Returns a ranked table with AIRA Insight evidence. You read the evidence column to assess whether the top 5 results have genuinely relevant signals: scaled past 1M users, full-funnel ownership. Cross-reference with the recruiter's shortlist. If AIRA's top 3 don't overlap with the recruiter's picks, that's a conversation worth having.