Tips & Best Practices

Practical tips for getting better results faster.

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Describe roles like you'd brief a colleague

Don't think of it as filling out a form. Describe the role the way you'd explain it to a fellow recruiter:

"I need a product manager who's done B2B SaaS, ideally at a Series A-B company. Someone who can talk to customers and also go deep on data. Based in London or willing to relocate."

This natural briefing style gives Mira more context to work with than a formal JD with bullet points.

Use implicit criteria, that's where Mira shines

The criteria you'd normally keep in your head or tell a recruiter verbally are exactly what makes Mira different from keyword search:

• "Someone who's been through hyper-growth."
• "Has experience in a regulated industry."
• "Can operate independently without a big team around them."
• "The kind of person who'd thrive in a chaotic early-stage environment."

Mira Reasoning Embedding understands these and factors them into matching.

Start broad, then refine

Your first search doesn't need to be perfect. A common workflow:

1. Round 1: Describe the core requirements, keep it open.
2. Review: Look at the Shortlist, notice patterns in who's strong and who's not.
3. Round 2: "More like candidate #3" or "Focus on candidates with payment industry experience".
4. Round 3: Fine-tune geography, seniority, or company type.

Each round builds on the conversation context. Mira remembers everything.

Use the data file for team collaboration

Download the Shortlist data file and share it with:

• Hiring managers: Let them review candidates before you reach out.
• Team members: Split candidate outreach across the team.
• Your ATS / tracking sheet: Import for tracking and talent pipeline management.

Check LinkedIn profiles for context

The AI Summary gives you a quick read, but LinkedIn profiles often contain additional signals:

• Posts and articles they've written (thought leadership).
• Recommendations from colleagues (peer validation).
• Activity patterns (are they actively looking?)
• Mutual connections (warm introduction potential).

One task per role

Create separate Tasks for different roles. This keeps conversations focused and makes it easier to revisit searches later. Don't mix "Find me a backend engineer" and "Also find a designer" in the same Task.

Iterate across days

Tasks are saved permanently. Come back tomorrow and say "Any new candidates matching this criteria?" or "Let's try a different angle, focus on candidates who are currently at consulting firms." The Agent picks up right where you left off.