Spider Tower
From role ambiguity to an evidence-backed shortlist.
Spider Tower gives recruiters and technical organizations more qualified searches per recruiter: a system that decodes the role, maps where the capability lives, verifies the evidence, and remembers everything it learns.
Spider Tower is not a recruiting agency and does not guarantee hires. It is an intelligence system operated with, and under the judgment of, the recruiting partner or hiring organization.
Product model
Tower, Spiders, Web.
Tower
The command center
Remembers role definitions, company context, candidates, sources, consent, interview feedback, rejection reasons and outcome learning — so the second search starts ahead of the first.
Spiders
Bounded research and workflow agents
Run approved lanes only: company mapping, technical evidence, university and community, and relationship paths. Each lane has defined sources, scope limits and a human review point.
Web
The permissioned talent graph
Connects capabilities, companies, people, evidence, availability, intent and warm paths — under consent and access rules agreed before launch.
30-day pilot
A bounded pilot on up to two roles.
From $15K for up to two roles. The pilot exists to test whether the system produces better-qualified conversations than the current process — and to leave behind intelligence you keep.
What the pilot delivers
- Role DNA scorecards that convert an ambiguous role into testable criteria
- Reverse company and capability mapping — where the skill actually lives
- Approved global sourcing lanes with documented source boundaries
- Evidence dossiers per candidate, tied to verifiable artifacts
- Protected candidate attribution rules agreed in writing
- A calibration review with the hiring or recruiting partner
- A reusable market map that remains useful after the pilot
Any quantities discussed in scoping — target counts, verified prospects, qualified conversations — are pilot targets used to calibrate effort. They are never guarantees of volume or hiring outcomes.
Who it is for
- Specialist staffing or recruiting firm owner
- Talent partner or in-house talent leader
- PE talent lead across a portfolio
- Technical organizations hiring AI, games, tooling, engineering or product roles
Trust rules
- The recruiting partner keeps client ownership and recruiting judgment
- Candidate consent, reuse and data-separation rules are written before launch
- Attribution and monetization rules are agreed before any sourcing begins
- Partner-derived data is never sold to competing recruiters without explicit agreement
- Sensitive candidate detail is never exposed through public forms
Test the system on two roles you have struggled to fill.
A 30-day pilot returns Role DNA, a reverse capability map, evidence dossiers and a market map you keep — regardless of outcome.