Tips & Best Practices

Q: What are implicit criteria, and why do they matter?

Implicit criteria are the things you'd normally keep in your head or tell a recruiter verbally, for example 'someone who's been through hyper-growth' or 'can operate independently without a big team around them'. Mira Reasoning Embedding surfaces candidates whose background fits these implicit patterns, which is what differentiates Mira from keyword search.

Q: Should my first search be perfect, or can I refine?

Refine. A common workflow: Round 1 describes the core requirements broadly. Review your candidate pool, notice patterns. Round 2 says 'more candidates with payment industry experience, like Jane Doe has', anchoring on the skills you liked rather than the person. Round 3 fine-tunes geography, seniority, or company type. Each round builds on the conversation context. Mira remembers everything.

Q: Should I check LinkedIn after seeing the Qualifications assessment?

Yes. The Qualifications assessment is a quick read, but LinkedIn profiles often contain additional signals: posts and articles they've written (thought leadership), recommendations from colleagues, activity patterns, and mutual connections for warm introductions.

How should I describe a role to Mira?

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.

What are implicit criteria, and why do they matter?

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 surfaces candidates whose background fits these implicit patterns.

Should my first search be perfect, or can I refine?

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

Round 1: Describe the core requirements, keep it open.
Review: Look at your candidate pool, notice patterns in who's strong and who's not.
Round 2: "More candidates with payment industry experience, like Jane Doe has." Anchor on the skills you liked, not the person.
Round 3: Fine-tune geography, seniority, or company type.

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

Can my team collaborate on a candidate pool?

Yes. Download the candidate pool 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.

Should I check LinkedIn after seeing the Qualifications assessment?

Yes. The Qualifications assessment 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).

Should I run multiple roles in one channel?

No. Create separate channels 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 channel.

Can I revisit a channel later?

Yes. Channels stay in your sidebar until you delete them. Come back tomorrow and say "Any new candidates matching these criteria?" or "Let's try a different angle, focus on candidates who are currently at consulting firms." Mira picks up right where you left off.