Finding people who aren’t applying
A hiring team can write a job description and still have to go looking for candidates. Someone needs to define the target profile, find the right people and give each of them a reason to respond. [1][2]
Jooba takes on that outbound work. Its talent engineers use AI tools to run the search, reach out under the hiring company’s name and bring interested candidates into Slack. [1][2]
Starting with the role
The work starts with an intake call about the role and who would fit it. Jooba uses that brief to build a search and tailor the outreach. [1][2]
The hiring team sees interested people in Slack and can use that feedback to refine the search as priorities change. [1][2]
Three teams, one recruiting partner
At Delphi, hiring needs shifted across product, engineering and operations. Jooba set up separate searches for the roles and adjusted the volume as the priorities changed. [2]
In Jooba’s case study, it reported more than 100 introductions to interested candidates. Delphi extended offers across four roles, and a Customer Support Associate joined through outbound recruiting. [2]
The recruiting work behind the software
Mark Benliyan founded Jooba in 2025. He worked on software at Netflix and Figma and spent months shadowing a recruiting agency. Jooba joined a16z speedrun’s fifth cohort. [3]
That mix shows up in the service. A talent engineer works on what the role calls for, while Jooba’s tools help run each search and surface candidates. [1][2][3]
Where Jooba ranks
A ranked comparison is not yet available for Jooba.
The bigger picture
Hiring managers need people they can picture on the team. Jooba brings outbound recruiting into the place where hiring decisions already get discussed. [1][2]
Written by SOTA2 from Jooba’s public materials.