Employee-powered hiring for technology teams.
Help engineers, product leaders, designers, and technical professionals bring qualified candidates into your organization through employee referrals, employee-powered sourcing, warm introductions, and AI-powered recruiting campaigns.
Engineers are scarce. Passive candidates dominate. Hiring cycles keep stretching.
SaaS, software, cybersecurity, AI, FinTech, and enterprise technology organizations face the same compounding pressures: structural talent shortages, a passive candidate market, long hiring cycles, climbing recruiting costs, and growth that outruns recruiter headcount. The technology orgs winning are turning their own engineers, product leaders, and operators into the primary recruiting channel.
Every technology org is recruiting the same engineers, product leaders, and specialists. Job-board and sourcing channels saturate fast, and incumbents outspend startups every time.
The best engineers and product leaders aren't applying. They respond to people they trust, not to cold InMail or sponsored job posts.
Senior engineering and leadership reqs sit open for months. Every extra week of vacancy compounds into shipping delay, on-call load, and roadmap risk.
ML, security, infrastructure, and specialty engineering talent is structurally scarce, and the open market rarely produces the right candidates.
Agency fees, sourcing tools, sponsored listings, and contingent search keep climbing. Cost-per-hire on senior reqs gets worse every year.
Startups and growth-stage orgs hire faster than recruiter headcount can scale. The hiring engine has to come from inside the org, not from another sourcer.
Engineers know engineers. Product leaders know product leaders.
Technology is a network industry. Engineers refer engineers, PMs refer PMs, security professionals refer security professionals, ML researchers refer ML researchers. Trusted recommendations from inside the team produce higher-quality hires that onboard faster, perform better, and retain materially longer than sourced or applied hires, which compounds into a stronger engineering organization over time.
Three products. One employee-powered hiring engine for technology.
Technology employee referral platform
Automate referrals, employee engagement, bonus management, and participation across engineering, product, design, and GTM, from a single tenant.
- Mobile-first referrals, under 30 seconds, no training
- Engineer and product-friendly referral experience
- Tiered, role-based bonus automation with payroll handoff
- Real-time referral tracking with native ATS sync
Employee-powered technology sourcing
Identify employees likely to know qualified engineers, product leaders, and technical specialists and generate warm introductions.
- AI identifies the right employees to refer for each open role
- Surface named engineers and product leaders inside employee networks
- Trigger warm introductions through a current engineer, PM, or leader
- Direct outreach options when warm intro isn't available
Technology recruitment marketing
Create employer brand campaigns, referral promotions, recruiting assets, and hiring communications in minutes.
- AI-generated employer brand campaigns, posts, and assets
- Engineering and product referral campaign templates
- Branded recruiting content across LinkedIn, email, and Slack
- Hiring event promotion and recruiting collateral
Built for the roles technology organizations hire at volume, and the ones they can't fill.
Software Engineering Recruiting
Frontend, backend, full-stack, platform, mobile, and infrastructure engineering hiring runs on engineer-to-engineer referrals. Tiered bonuses, mobile-first participation, and AI-launched campaigns turn current engineers into the primary recruiting channel.
Product Management Recruiting
Product managers, product leaders, and growth professionals come through tight PM communities. ERIN Source surfaces named PMs inside current product leaders' networks with a warm-intro path that converts far better than cold outreach.
Cybersecurity Recruiting
Security engineers, analysts, and compliance specialists live in trust-based networks. ERIN Source identifies the right current security team members to refer and surfaces candidates inside their networks with a warm introduction.
Data & AI Recruiting
Data scientists, data engineers, ML engineers, and AI specialists are concentrated in academic, research, and product networks. ERIN Source opens those networks through current researchers and ML engineers.
Technical Leadership Recruiting
Engineering managers, directors, VPs, and technical executives rarely come from job boards. ERIN Source identifies the right internal leaders to refer and surfaces leadership candidates with a warm-intro path.
Design & UX Recruiting
Product designers, design leaders, and UX researchers come through tight design communities. Referrals from current designers consistently outperform cold sourcing on portfolio quality and culture fit.
From early-stage startups to global enterprise, purpose-built for every technology segment.
SaaS Companies
Cross-functional hiring across engineering, product, design, CS, and GTM. Pace of growth outruns recruiter headcount.
One employee-powered engine across every function. Referrals from current engineers, PMs, and operators consistently outperform job-board and outbound spend.
Mobile-first participation, AI-launched campaigns by function, function-level bonus structures, and visible recognition for top referrers.
Software Companies
Specialty engineering reqs, senior IC hiring, leadership pipeline gaps, and platform-team hiring that the open market rarely produces.
Combine ERIN Refer for volume engineering reqs with ERIN Source for senior IC, platform, and leadership hiring, one engine, two motions.
Role-based bonus tiers, function-level branding, AI campaigns through Studio, and warm-intro paths for the hardest reqs.
Technology Startups
Can't outspend incumbents on sourcing. Need to ship referrals from every engineer, founder, and operator, without recruiter headcount to manage it.
Activate the whole company as a recruiting channel. AI-launched campaigns, mobile-first referrals, and warm-intro paths scale faster than headcount.
Slack and email nudges, mobile-first participation, recognition rituals, and bonus automation that runs without recruiter lift.
Enterprise Software
Multi-BU complexity, global hiring, strict governance, regulated functions, and leadership pipeline across operating companies.
Centralized program with BU-level branding and division reporting. ERIN Source surfaces leadership and specialty candidates inside the existing org.
Function- and BU-level bonus structures, branded campaigns by org, recognition leaderboards, and consolidated executive dashboards.
Cybersecurity Companies
Scarce talent, trust-based networks, regulated functions, and clearance-sensitive hiring. Cold outreach rarely converts.
ERIN Source opens current security employees' networks with a warm-intro path, channels job boards and cold sourcing rarely reach.
Specialty bonus tiers, security-focused campaigns through Studio, warm-intro paths, and recognition for top security referrers.
AI & ML Companies
Talent concentrated in tight academic and research networks. Senior researchers and ML engineers rarely respond to outreach.
ERIN Source identifies the right researchers and ML engineers to refer for each open role and surfaces candidates inside their networks.
Research-community campaigns through Studio, specialty bonus structures, and warm intros from current researchers and ML engineers.
FinTech Organizations
Competitive market against banks and big tech. Hiring across engineering, product, risk, and compliance with strict governance.
Combine ERIN Refer for volume reqs with ERIN Source for specialty and leadership hiring, in one platform with the governance FinTech requires.
Function-level branding, regulated-function bonus tiers, branded campaigns, and warm-intro paths for specialty reqs.
IT Organizations
Infrastructure, platform, support, and specialty IT hiring across distributed teams and business units.
One employee-powered engine across IT, with role-based bonuses and BU-level reporting that scales with the org.
Mobile-first participation, role-based campaigns through Studio, BU-level leaderboards, and bonus automation by role family.
Find talent beyond LinkedIn searches.
The best engineers and product leaders aren't applying. They live inside other people's professional networks, and they respond to people they trust, not to cold outreach. ERIN Source identifies the right current employees to refer for each open role, surfaces named candidates inside their networks, and triggers a warm introduction that converts at multiples of cold InMail.
- Employee-powered sourcing for senior IC, security, ML, and leadership reqs
- Candidate discovery inside current engineers' and PMs' networks
- Trusted referral recommendations driven by AI
- Warm introductions through current employees who know the candidate
- Direct outreach options when warm intro isn't available
- Runs on individual reqs, no broad rollout required
Uncover hidden talent inside the networks you already have.
Specialized skill sets, competitive hiring markets, and shrinking talent pools make the hardest technology reqs unfillable through traditional sourcing. ERIN turns the existing employee network into a referral-driven sourcing engine, and consistently surfaces candidates job boards and cold outreach miss.
Security engineers, analysts, and compliance specialists come through trust-based networks. Warm intros consistently beat cold sourcing.
Researchers, ML engineers, and AI specialists are concentrated in tight academic and product networks ERIN Source opens.
Staff and principal engineers rarely respond to outreach. Referrals from current senior engineers consistently produce candidates the open market misses.
EMs, directors, and VPs come through leadership networks. ERIN Source identifies the right current leaders to refer and surfaces candidates with a warm intro.
Employer brand and recruiting campaigns, generated by AI.
Engineering and product hiring lives and dies on employer brand. ERIN Studio generates branded employer brand campaigns, employee advocacy content, referral promotions, hiring event collateral, and recruiting comms in minutes, purpose-built for technology recruiting teams that need to ship fast.
- AI-generated employer brand campaigns and recruiting content
- Engineering and product referral campaign templates
- Branded assets for LinkedIn, email, Slack, and hiring events
- Employee advocacy collateral your team will actually share
- Hiring event promotion across digital and internal channels
- Free toolkit, available immediately, no rollout required
Everything technology hiring teams need in one platform.
Enterprise-grade referral platform with branded experience across web, iOS, and Android, function-level participation and centralized governance.
Refer in under 30 seconds, built for engineers, product leaders, and operators who live on their phones.
ERIN Source surfaces named candidates inside employee networks for any engineering, product, design, security, or leadership role.
The highest-converting outreach in senior engineering, security, ML, and leadership hiring, driven through current employees.
AI surfaces the right employees to refer for each open role, based on team, function, network, and historical referral patterns.
AI-launched referral and engagement campaigns aimed at the right orgs, functions, and role families.
Branded campaigns for engineering hiring pushes, employer brand programs, and recruiting events through ERIN Studio.
Real-time visibility into referral status, owner, and stage for function, BU, and corporate recruiting alike.
Tiered, role-based bonuses by function, level, and BU with milestone payouts and clean payroll handoff.
Native two-way integrations with Greenhouse, Lever, Ashby, Workday, iCIMS, SuccessFactors, SmartRecruiters, and more.
Participation, hires, cost offset, and retention by function, org, and BU, board-ready rollups included.
Branded campaigns, recruiting content, and employer brand assets generated through ERIN Studio.
The metrics technology leaders are measured on.
Faster time-to-fill
Mobile-first referrals and AI-launched campaigns compress time-to-fill on volume engineering reqs, and warm intros do the same on senior IC, security, ML, and leadership roles.
Referral hires
Lift referral hire mix from 10–15% on legacy tools to 30–50% on a modern ERIN program, across every engineering org, product line, and business unit.
Lower cost-per-hire
Every referral and warm-intro hire offsets agency, contingent-search, sponsored-listing, and outbound-sourcing spend. Technology programs see line-item cost reduction the CFO can read.
Engineering hiring velocity
AI campaigns, mobile-first referrals, and warm-intro paths let engineering hiring scale with roadmap demand, without scaling recruiter headcount linearly.
Employee participation
Lift function-level participation from 5–10% on legacy referral tools to 60–90% on a modern ERIN program, across engineering, product, design, and GTM.
Quality of hire
Referred technology hires consistently outperform on performance, ramp, peer feedback, and one-year retention, which compounds into a stronger engineering org over time.
What modern technology referral programs deliver.
SaaS, software, cybersecurity, AI, FinTech, and enterprise technology organizations running on ERIN consistently see higher function-level participation, lower cost-per-hire, faster time-to-fill on engineering and product reqs, better quality of hire on referred candidates, and meaningful recruiter productivity gains across the org.
AI recruitment marketing for technology hiring.
Generate employer brand campaigns, engineering hiring promotions, referral assets, recruiting collateral, and employee comms in minutes, purpose-built for technology recruiting teams.
Technology recruiting, answered.
Guides for technology hiring teams
Build a better technology hiring strategy.
ERIN helps technology organizations hire engineers, product professionals, technical specialists, and leaders through employee referrals and employee-powered sourcing.