Priya Shah
Asked · waiting
Shipped an internal agent last week. Tickets −31%.
Would relocate for 20% and a real problem.
hire.fromdonna.com
Find your next best hire.
The best person for a role isn’t the one applying. It might be someone who doesn’t even know the role exists. Brief Donna. She maps a living network, asks the people who fit, and brings you whoever says yes.
Donna · role brief
Staff Product Engineer
Curated · not applicants
Marcus Adeyemi
Interested
0→1 at two Series A companies. Quietly looking.
Wants a small team and a hard product surface.
Elena Voss
Asked · waiting
Principal at a public company. Not applying anywhere.
Will move for ownership, not a title bump.
The best hire isn’t in the pile.
How hiring works
Stop hiring from whoever applied.
01
Brief the role.
Talk to Donna the way you’d brief a trusted colleague. What great looks like. What the team is. What you’d stretch for.
02
She maps the network.
Not keyword search. A living set of people whose work, judgment, and constraints actually match the role — including people who aren’t looking.
03
She asks them first.
Donna reaches out to the curated few and asks if they’re interested. No spray. No InMail. A real question, to the right people.
04
You meet a yes.
Whoever is interested arrives with context, not a PDF. You never wait on an application pile again.
Passive talent
They’re not looking. They’re the hire.
Job boards give you applicants. Sourcing tools give you profiles. Donna gives you a shortlist of people who already fit — with context, constraints, and confirmed interest.
She doesn’t wait for them to update a headline. She already spoke to them.
Project-based hiring
Built to kill the fluff.
We watched hiring drown in padded credentials and claims that don’t survive contact with real work. So the process itself is agent-managed and project-based: Donna administers the test, reads the repo, and scores what was actually built.
01
A test for this role.
Every open role gets a curated path — work that looks like the job, not a generic form.
02
Agents run it.
Donna administers, watches the repo, and writes up what the work actually shows.
03
May the best person win.
The shortlist is people who already did the work. You meet them with evidence, not adjectives.
For professionals
Their side of the market lives on fromdonna.com.
Every professional gets a career agent that talks to them, keeps a living profile, and represents them when you have a role worth their yes.
See the professional experience →FAQ
For hiring managers.
A network of professionals who have talked to Donna — people with living profiles, not scraped résumés. When you brief a role, she maps that network for fit, then asks the people who should be in the room.
That’s the point. The best hire for a role often doesn’t know the role exists. Donna is built for passive talent: she asks, they decide, you only meet a yes.
Hiring is drowning in self-description. Donna can run the process on demonstrated work — administering a role-specific test, reading the repo, scoring what was actually built. May the best person win.
Yes. Every role can get a curated path: a test that looks like the work, not a generic ATS form. Candidates who want in can work through it. You meet the people who already proved they can do the job.
Companies. Professionals use Donna for free. You pay to find your next best hire, not to drown in applications.
Find your next best hire.
Brief Donna on the role. She’ll come back with people who fit — including the ones who were never going to apply.