Launched this week
Clera
An AI agent matching candidates to the right roles.
1.2K followers
An AI agent matching candidates to the right roles.
1.2K followers
Meet Clera: your AI talent agent for finding roles you actually want. Clera gets to know what you’re looking for over iMessage and WhatsApp. It surfaces roles you’d actually be excited by and makes direct intros to relevant companies. You hear about good opportunities without spending hours searching and applying.
Clera
Hey Product Hunters! 👋 this is Alex and I started Clera with @sebastian_scott3 and @daniel_wintermeyer.
With everything being built right now, there has never been a better time to work at a startup. But if you're looking for the right team and environment, you won't find it by just "applying" to roles. Clera is an AI talent agent that talks to candidates and hiring teams to build the kind of deep understanding that makes great matches possible. Then it introduces you directly.
Also introducing our $3m pre-seed fundraise. Find more info on LinkedIn and X.
Here's how it works:
Tell Clera what you're looking for: your ideal role, dealbreakers, career goals. Via WhatsApp, iMessage, email, or our website.
Clera's matching engine finds the best fit across 600+ startup jobs from VC-backed companies we work with directly.
When you like a role, Clera makes the intro. If the company's excited too, you're connected straight to the hiring manager.
Track everything in one dashboard: intros sent, interviews booked, feedback received.
What makes us different:
Unlike job boards, we only list roles where we have direct relationships with the hiring team, so every match comes with a warm intro.
We never force you into AI interviews. Clera is built to provide the best experience for top candidates, not to screen you out.
Clera is completely free for candidates. Companies get started for free too and only pay when they make a hire.
We'd love to hear from you: Would you actually use this? What are the biggest pain points you run into when looking for jobs or talent?
Looking forward to your thoughts!
Alex
Incredible
@alexanderfarr finally recruiting is being optimized 🙏
Clera
@daniel_wintermeyer @alexanderfarr let's gooo!
Clera
Lets gooo!!!
Smart Albums AI by Waldo Photos
rock it!
Clera
@pavel_cocoahead thank you!
Clera
@pavel_cocoahead thanks Pavel!!
Scade.pro
@sebastian_scott3 @daniel_wintermeyer @alexanderfarr Hi, guys!
Great product - congratulations on the launch!
Can I ask a question - what makes up a good match for you?
Clera
@maria_anosova Appreciate it Maria, thank you! And great question - I guess just like in any other good relationship, it comes down to two sides that actually fit together. For talent, a good match is someone who's clear on what they want next (not just "more money" or "a bigger title"), is honest about their strengths and the gaps they're working on, and is open to being surprised: sometimes the best role isn't the one you'd have searched for yourself.
For companies, it's similar in spirit: clarity on what the role really needs (vs. a wishlist), a genuine willingness to invest in the person, and a culture the candidate would actually thrive in; not just survive.
When both sides show up like that, the matching kind off, almost does itself! The hard (and fun) part is helping each side get there. 🤝
Scade.pro
@sebastian_scott3 Thanks for your reply. Good luck to you 🚀
Clera
@sebastian_scott3 @daniel_wintermeyer @alexanderfarr @maria_anosova
For us, it's about looking at what actually matters for the role, not the usual proxies people use as shortcuts. Like, plenty of companies require a top school, but they don't really care about the school, they care about what it's supposed to indicate. That's just one example. We'd rather look for those underlying things directly, whatever they are for a given role or person.
What makes a good match for you?
Clera
@sebastian_scott3 @daniel_wintermeyer @alexanderfarr @maria_anosova what we are trying to solve is the information asymmetry in hiring. Great match means that there is a mutual interest in a partnership between a talent and a company. This means, that we not only find a great match for the first or second interview stage, but we deeply understand both sides of the market to create matches that lead to a long term partnership = employment contract :)
Nice product, slick UI and like the fact you can use iMessage / WhatsApp in the onboarding. Curious what is your vision longer term (post 5 years) for the future of traditional jobs and how do you see Clera adapting to that?
Clera
@jasondainter good question - I knew this was to come with the launch video that hinted towards the end of typical work. I think there are going to be a lot of changes that all lead for a stronger need for support in the job market. Those include:
Increases in layoffs and more frequent job changes, more needs for specialised skills etc
Increased war of talent for the best talent who will have more leverage with AI tools. We already now see the difference between good and excellent talent getting bigger with AI
Working becoming more "optional" -> even as this happens (with universal basic income or societal shifts), people will be striving for meaningful things to do in their time and we also think we can help with that
@alexanderfarr thanks interesting answers!
@alexanderfarr also re: 3) I think this is a very interesting topic. Eg whether we'll end up on a basic universal income or to borrow from Elon, a high universal income. Either way interesting angle that we'll likely still be looking for meaningful things to spend our time on.
Clera
@jasondainter what else are we going to do in the future?
@alexanderfarr indeed. I guess there's the dystopic view of the divide getting bigger and bigger and some kind of "matrix" esque situation. Not optimal, I definitely side with the more optimistic side and probably basic/high universal income theory!
Clera
@jasondainter thank you so much Jason! In my opinion there will always be information asymmetry in a market (especially when it comes to companies and workers). We are trying to fight this! Who knows how this will look like in 5 years, maybe the changes will not be as big as we expect right now!
The conversational approach over iMessage/WhatsApp is a smart distribution choice. As someone who hired 100+ engineers over a few years as CTO, I can tell you the biggest matching problem isn't finding resumes that look right on paper - it's understanding what a candidate actually cares about vs. what they write in their LinkedIn headline. The dealbreakers and career goals part is key because those are the things that blow up offers after 3 rounds of interviews. If Clera can surface those mismatches early, that saves everyone weeks. Curious how you handle the signal quality on the company side - do hiring teams go through a similar conversational intake so the matching is genuinely two-sided, or is it primarily driven by job descriptions?
Clera
@avrisimon thanks so much for the thoughtful comments.
Actually, this is our secret sauce - getting more data from companies on what they really care about and which hires were successful for them in the past. Happy to chat more
Clera
@avrisimon would love to hear what you think of the company onboarding flow
Clera
@avrisimon information asymmetry is probably the biggest problem in one of the biggest markets worldwide (hiring). Working very hard to solve this!!
Clera
@avrisimon love that input. Would be super keen to learn about your experience in hiring those 100 people Avri. LMK if you have time in May for a coffechat :) cal.com/clera-ai/15min
Clera
@avrisimon
The "what they actually care about vs. the LinkedIn headline" gap is exactly the thing.
And yeah, it cuts both ways. JDs are kind of the company-side equivalent of a polished resume: requirements like "5 years of X" are themselves proxies for what the team actually needs. So the goal is to look at what actually matters on both sides directly, instead of matching one set of proxies to another. Our onboarding with hiring teams is a big part of getting there.
Product Hunt
This looks incredibly promising. I really like the conversational approach, it feels like a much more natural and engaging ways to discover roles. Congrats on the launch 🙌
Clera
@calum appreciate it and thanks for the positive feedback. Curious if you have any more feedback or would use it yourself?
Clera
@calum Thank you!
Clera
@calum thank you so much Calum! I strongly believe its no important to actually be where the users lives daily, and that is iMessage and WhatsApp!
Clera
@calum means a lot coming from you!
Clera
@calum Thx Calum!
I am curious on whether you find friction from users on the use of iMessage and WhatsApp. I am naturally inclined to avoid these platforms when it comes to job search given the mountain of job scams out there; also, it feels a bit unnatural given the traditional approach. I've used your original approach for a while (candidate portal + emails) and it was working for me, so I am interested in learning why the shift. Did you find many candidates who feel the original approach did not work? Or did you find candidates were not offering enough information to make quality matches?
By the way, congrats on your most recent funding round!
Clera
@luigi_pastore Hey, thanks for the question! Users can still choose email and their website dashboard if they prefer. Everything is the same but we noticed that having Clera on Whatsapp or iMessage can help candidates move faster in hiring processes as they react quicker and we are also closer this way. Users tend do ask for more quick advice and share details we can use in the matchmaking and when pitching them to companies. That being said, feel free to continue through email:)
Sounds really interesting! How do you make the intros after I've shown interest in a company? Also curious if Clera helps tailor the pitch for me before the intro, or if it's a direct connection to the hiring manager?
Clera
@marcus_larsson1 good questions! The flow typically is like this:
We show jobs that we have data that you have good chances of landing an interview and is interesting to you
We share your profile to the company via our dashboard and Slack / Mail
Once they opt-in, we make direct intros
Does that make sense to you or what would be the best workflow for you?
Clera
@marcus_larsson1 we're in slack with the founders or hiring managers, and we pitch the match - why you two should talk. We do, but not greatly, surfacing that right now though to the candidate. What's your take on that? Would you like to see how we pitched you so you can make the proper adjustments?
Clera
@marcus_larsson1 just to add, the actual intro in the end is often through email as this is the preferred channel for both sides to kick off the interview process. And for tailoring a pitch, as Alex shared, we already pitched your profile to the company for you but in case you need help with presenting yourself in the interview, Clera also helps and sends you resources:)
Clera
@marcus_larsson1 the other guys already added a lot to this, just wanted to add my 2 cents: Being in Slack channels together with founders and hiring managers actively looking for the best talent out there is the biggest leverage. We are able to get direct feedback from the design makers and are able to forward this directly to our users!
We are currently also working on a feature to see how we introduce you in those slack channels to these companies and give you the option to actively shape this pitch! We always act in the best interest of our users!
Assume there's an upside for the employers too? ie they get better matched candidates into their 'potential hiring pool'.
Are you looking much at the 'hiring side'?
Clera
@couldashouldawoulda hey Fraser, thanks for your question! Absolutelty, we are essentially building a marketplace and trying to solve the biggest problem of hiring: information asymmetry. Companies that work with Clera and get the absolute best fitting talents inbound!
Clera
@couldashouldawoulda Hey, yes definitely as it's one of the sides of the marketplace. In order to provide fast intros to our talent pool, we need close relations with the companies and hiring managers. The upside for startups is, that they don't have to work through hundreds of irrelevant applications and only look at candidates that fit well and match the bar - no sourcing or effort required, they just schedule introductions to people they like by clicking a button:)
btw, all of this at a fraction of the cost compared to recruiters/headhunters/in-house teams
@benedict_wolters
Love it
Clera
@atomicimagery 100% - it's basically a marketplace so we build it for both sides.
The platform is generaly focused on candidates first as this is the fundamental issue - finding those candidates that are strong and being able to connect them with the companies.
We will share more of how the company experience looks like (also feel free to sign up yourself). The Slack view gives a glimpse :)
Clera
@atomicimagery Spot on. Match only works if both sides win.