Advice, ideas, and stories about a calmer, fairer way to find work — and to find talent.
Godspower Itedjere · October 2026 · 1 min read
Finding the right employee can be one of the biggest challenges for any company.
Traditionally, companies that need to hire employees publish a job vacancy and wait for candidates to apply. While this approach can attract many job seekers, it can also create a new problem: too many applications to review and not enough time to find the right candidate.
What if, instead of waiting for job seekers to find your vacancy, you could search for the job seekers you need?
That is the idea behind Sayrahs, a recruitment platform designed to help companies discover and connect with job seekers based on their specific hiring requirements.
When a company has an open position, one of the most common approaches is to post a job vacancy on a job board, website, social media platform, or even through physical advertisements.
The applications can then start coming in.
For popular positions, companies may receive hundreds or even thousands of applications. Someone then has to review those applications, examine CVs, shortlist candidates, and determine who should proceed to the interview stage.
This can consume a significant amount of time and resources.
Companies may need to:
And even after going through all of this, finding the right candidate is not guaranteed.
A CV is important, but it is still a document.
Candidates can present their qualifications, skills, and experience in an attractive format. However, an impressive-looking CV does not necessarily mean that the candidate is the right fit for the position.
This can result in a frustrating situation where a company hires someone and later discovers that the person isn't suitable for the role.
The company may then have to start the recruitment process all over again.
Sayrahs takes a different approach to recruitment.
Instead of relying entirely on job postings and waiting for candidates to apply, companies can search for job seekers directly.
Companies can search for candidates using criteria such as:
This means a company can begin its search with the type of candidate it actually needs.
Rather than asking:
"Who applied for our job?"
The company can ask:
"Who on the platform matches what we're looking for?"
That is the fundamental difference between traditional application-based recruitment and the Sayrahs approach.
Finding the right candidate starts with defining what you need.
For example, a company looking for an accountant could search based on the relevant job title, location, educational background, experience, availability, and work type.
The search results can then provide a list of job seekers who match the selected criteria.
This can help companies narrow their search before they begin contacting candidates.
Instead of spending most of the recruitment process filtering a large number of applications, employers can start by looking at candidates who fit their requirements.
One of the features highlighted by Sayrahs is the video CV.
Job seekers can have a short video CV on their profile, allowing employers to see and hear the person behind the written CV.
This provides additional information that may not be immediately obvious from a PDF document.
Two candidates may have similar qualifications and similarly formatted CVs, but they are still different individuals.
A short video can give an employer another opportunity to evaluate how a candidate communicates and presents themselves before deciding whether to proceed.
For employers, this can make candidate discovery more personal than simply reading through a collection of documents.
After finding suitable candidates, companies can send interview invitations directly through Sayrahs.
The platform uses credits for candidate invitations.
For batch invitations, one candidate costs one credit. So, for example, inviting 50 candidates would require 50 credits.
Companies receive credits according to their subscription plan and can purchase additional credits when they need more.
This gives employers flexibility to scale their candidate outreach according to their recruitment needs.
Recruitment does not end when an invitation is sent.
Companies can organize when selected candidates should attend interviews.
For example, an employer could select a group of candidates and schedule some for Monday morning and another group for Tuesday morning.
Companies can also specify:
This allows employers to gather additional information from candidates before the interview.
Candidates receive notifications when they are invited and can respond to the invitation and screening questions.
Employers can then receive notifications as candidates respond.
For example, they can be notified when a candidate:
Recruitment often involves repeating similar processes.
A company may regularly hire people for similar positions and therefore use similar search criteria and screening questions.
Sayrahs allows companies to save their search criteria and screening questions so they can reuse them later.
Saved criteria can include things such as:
This can make repeated recruitment activities easier and more efficient.
Recruitment doesn't always have to start with the employer.
On Sayrahs, job seekers can ping a company to indicate that they are interested in working for that company.
When a job seeker sends a ping, the company can receive a notification.
Companies can choose how they want to receive these notifications. They can receive notifications whenever someone pings them or receive a daily summary of the pings they received.
The company can then visit the job seeker's profile, review their credentials, watch their video CV, and decide whether to send an interview invitation.
A direct invitation to an individual job seeker from their profile costs four credits.
This creates another way for employers and job seekers to discover each other.
Hiring may involve more than one person within a company.
A company may have an HR manager, recruiter, accountant, or other employees who need access to different parts of the recruitment process.
Sayrahs allows companies to add team members and manage their access to different areas of the platform.
This means companies can involve the appropriate members of their team while maintaining control over what each person can access and manage.
The traditional recruitment model is built around a vacancy:
Post a job → Receive applications → Review CVs → Shortlist candidates → Interview.
Sayrahs introduces another possibility:
Define your requirements → Search for candidates → Review profiles and video CVs → Invite suitable candidates → Manage interviews.
The difference is important.
Instead of waiting for the right person to discover your vacancy, you can actively search for people who match what your company needs.
Recruiting the right people doesn't have to begin with thousands of applications.
With Sayrahs, companies can search for job seekers based on their requirements, review candidate profiles and video CVs, send interview invitations, ask screening questions, manage responses, and organize their recruitment process.
Whether you are a startup hiring your first employee, a growing business expanding your team, or an established company regularly recruiting new staff, Sayrahs provides another way to approach employee recruitment.
The job seekers you're looking for may already be there.
Instead of waiting for them to find your vacancy, go find them.
Register your company on Sayrahs and start exploring the platform.
Start with the option that works for your company and scale your candidate invitations as your recruitment needs grow.
Godspower Itedjere is the founder of Sayrahs Digital Labs. He is a software engineer that is bridging the gap between companies, private employers and Jobseekers
