picked.
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Category positioning
We are not
LinkedIn Recruiter.
They source passive candidates who never applied. We screen, assess, and interview the candidates who did apply. Different problem, different solution. Most companies need both; almost no one needs both from the same vendor.
Post a role →Read the synthesis
Where each one lives
Outbound vs inbound. Different worlds.

LinkedIn Recruiter is the gold standard for outbound sourcing. If you need to reach someone who has not applied (a senior engineer at a competitor, a specialist who will not see your job post), Recruiter's database and InMail mechanics are unmatched. We are not trying to replace that. We do not source passive candidates. We do not message people who did not apply.

Picked makes the inbound funnel work. The people who saw the job post on Indeed, LinkedIn Jobs, your careers page, or a partner channel and clicked apply. Today, most of them go into a black hole. The recruiter is busy on outbound. The inbound pile gets a 30-second triage at best, and 90 percent of qualified candidates get ghosted. We fix that.

Capability table
Per capability, per tool.
 
LinkedIn Recruiter
picked.
Source passive candidates from LinkedIn database
✓
✗ (deliberate)
InMail outbound to people who did not apply
✓
✗
Boolean search across professional profiles
✓
✗
Run the inbound funnel (post, screen, assess, interview)
✗
✓
AI-conducted screening conversation
✗
✓
Role-fit psychometric assessment
✗
✓
AI-conducted first-round interview
✗
✓
Ranked shortlist with explainable AI reasoning
✗
✓
Per-seat pricing (£8 to £12k per seat per year)
✓
✗
Per-vetted-candidate pricing (99 cents, first 50 free)
✗
✓
Buyer
Recruiter / HR
Hiring manager
£8 to £12k
Per seat per year, LinkedIn Recruiter (typical UK / EU).
$0.99
Per AI-vetted candidate, Picked. First 50 free.
One
Vetted shortlist on Picked for an open role typically costs less than a single hour of an in-house recruiter's time.
When to use each
Most companies use both.
Use LinkedIn Recruiter when...
  • ●You are sourcing senior or specialist talent who would not respond to a job ad.
  • ●You have a dedicated sourcing function with the time to run outbound.
  • ●You have a hire budget that justifies £8k to £12k per seat plus the time to use it well.
Use Picked when...
  • ●You have a job post live and applications coming in.
  • ●You want a shortlist in 48 hours without reading 200 CVs.
  • ●You want a per-vetted-candidate cost, not a per-seat subscription.
These are not mutually exclusive. LinkedIn Recruiter fills your inbound pipeline; Picked makes that inbound pipeline usable. The cost stack favours running both: a single LinkedIn Recruiter seat for outbound, Picked for inbound. The combined cost is still less than one recruitment-agency hire.
See other comparisons
vs an ATS·vs HireVue·vs Workable·vs Greenhouse·vs Ashby·vs Paradox·vs HackerRank·vs recruitment agencies·vs Workday
Stop reading. Try the inbound side.
Post a role. We screen the lot.
Post a role →See the manifesto
picked.
The AI-native replacement for inbound hiring. For the hiring manager, not HR.
© 2026 Picked · Made in London · Three finalists in forty-eight hours.
Picked vs LinkedIn Recruiter · Picked.ai