Futurii is an AI career platform that handles the heavy lifting of a modern job search — and keeps mentoring you after you're hired. It finds and scores roles that fit you, auto-applies with tailored CVs and cover letters, warms up hiring managers, prepares you for every interview, and supports your first 90 days in a new role. Its promise is simple: My Future, My Career, My Life.

Career DNA is the profile you build when you join — your skills, experience, salary expectations, location preferences, and even your writing style. It's the single source of truth that powers everything Futurii does, so every tailored CV, cover letter, and outreach message sounds like you and fits the roles you actually want. Update it once and every future match and message reflects the new you.

How does AI Job Matching work?

Futurii actively discovers open roles across job boards and employer portals, then ranks each one with a proprietary match-score built on four signals: skills fit, seniority, location, and salary range. Because it matches on skills rather than keywords, it also surfaces adjacent and emerging roles you'd never have thought to search for.

How does Auto-Apply work, and do I stay in control?

For every role you approve, Futurii generates a tailored CV and cover letter, completes the application form, and submits it for you. Nothing is sent without your say-so — it's tailored automation, not spray-and-pray — so you keep speed and breadth while staying fully in control of where you apply.

How does Hiring Manager Outreach work?

Futurii's AI sends personalised LinkedIn and email messages to the relevant decision-makers at your target companies, generated from your Career DNA and tailored to each contact. The goal is recognition — turning you from an anonymous entry in an applicant-tracking system into a candidate the manager has already heard from.

How does Futurii help me prepare for interviews?

Before every interview you get an Interview Intelligence Briefing — a fresh dossier covering the company's strategy, profiles of your interviewers, the questions you're most likely to face, and suggested answers. Then you can rehearse with Mock Interview Practice: AI-powered sessions that give you real-time feedback and a score.

What is the Career Hub?

The Career Hub unlocks when you accept an offer. It's a 90-day programme built on three pillars — trajectory planning, mentor matching, and a peer community — designed to make a new job the start of a deliberate, adaptive career rather than the end of a search.

Where does Futurii apply for me?

Futurii reaches across major job boards and straight into employer portals — including LinkedIn, Indeed, and Glassdoor, plus hundreds of company career pages. Going beyond the big aggregators matters, because many strong roles are posted directly by companies and never reach a third-party board.

What does Futurii cost, and is there a free trial?

You can start with a 14-day free trial — no credit card required — and there's a Starter plan that's permanently free with a limited number of credits. Paid plans unlock full functionality for a high-intensity search or for teams supporting many users. For current prices, see our pricing page.

Is my data safe with Futurii?

Yes. Futurii is GDPR-compliant and operated by IMMUNE sp. z o.o., a company registered in Poznań, Poland. All data is encrypted at rest and in transit, and you can delete your account and all associated data at any time. The platform acts on your behalf, but you stay in control of your information.

How to Find a Job Before It's Posted

How to Find a Job Before It Is Posted

Most people search for jobs the same way. They open LinkedIn or Indeed, type in a job title, and scroll through listings. The problem is that by the time a role appears on a job board, it has usually been circulating inside the company, through a recruiter, or among the hiring manager's network for weeks.

Research consistently shows that between 70 and 80 percent of roles are filled through connections before they are publicly advertised. That figure sounds discouraging. It is actually an opportunity.

Why Most Good Roles Never Reach a Job Board

When a company loses a senior team member, the first instinct is rarely to post a listing. The hiring manager tells two or three people in their network. A recruiter is called. Internal candidates are considered. By the time a listing is published, it often reflects a failure of those earlier efforts rather than an open competition.

This means the job board is not where the opportunity starts. It is where it ends up when nothing else worked.

The implication is clear. If you only apply to advertised roles, you are competing with everyone who is also only applying to advertised roles. The earlier you enter a process, the less competition you face.

How to Identify Companies About to Hire

Several signals indicate that a company is likely to be hiring before any role is posted.

Leadership changes. When a senior person leaves and the departure is not publicly followed by an announcement of their replacement, a window opens. Companies typically take 6 to 14 weeks to begin external recruitment after an internal gap is not filled. If you can identify that gap early, you can reach out before the process formally begins.

Headcount growth. Companies that have grown their workforce by 20 percent or more in a 12-month period are almost always continuing to hire. Growth creates pressure on teams that results in new roles, often before those roles have been formally defined.

Funding and expansion news. A Series B announcement, a new office opening, a contract win, or a press release about market expansion are all signals that hiring is coming. Most candidates wait for the job listing that follows. The best candidates reach out the week after the news.

AI adoption signals. Companies investing heavily in AI tools and infrastructure are restructuring their teams and creating new roles simultaneously. An organisation with a high AI adoption trajectory is more likely to be building new functions than cutting existing ones.

What to Do When You Spot a Signal

Once you have identified a company that is likely hiring, the next step is not to send a speculative CV. It is to understand who makes the hiring decision for the type of role you want.

For operational roles, that is usually the COO or a VP of Operations. For technical roles, the CTO or an Engineering Director. For commercial roles, the Chief Revenue Officer or Head of Sales.

Find that person on LinkedIn. Before you message them, spend ten minutes on the company's website, recent press coverage, and LinkedIn page. Then send a short, specific message that references one real thing about the company and states clearly who you are and what you are exploring.

A message like this outperforms a generic application every time: "I noticed [Company] recently expanded into renewable energy storage. That intersection is where I have spent the last six years. I would welcome a brief conversation if you are building out the operations function."

That message works because it shows you have done your homework, it is not asking for a favour, and it arrives before the formal process creates competition.

The Timing Advantage

The biggest underappreciated element of the hidden job market is timing. A hiring manager who receives your message two weeks before they are authorised to post a role has no other candidates. They have a name, a face, and a sense of your background. When the role is eventually posted, you are not one of 400 applicants. You are the person they already know.

That advantage compounds. Even if the timing does not result in an immediate offer, you are in the hiring manager's mind when a relevant role opens in the future. You have built a relationship without needing an intermediary.

Building a Systematic Approach

Most people treat job searching as a reactive activity. They look when they are unemployed or unhappy, and they look at whatever is currently listed.

A more effective approach treats it as ongoing market intelligence. Identify 15 to 20 companies that match your background, your values, and your target role type. Monitor them weekly for the signals described above. When a signal appears, act within the week.

At any given moment, 2 to 3 of those 20 companies will be showing hiring signals. That is a manageable number of targeted, high-quality outreach messages. And it replaces the exhausting, demoralising experience of applying to 50 job board listings and hearing back from none of them.

Futurii's company intelligence engine watches 7 million companies in real time and surfaces the ones showing active hiring signals for your specific profile, before any role is advertised. The early intelligence your competitors do not have is available to you. The question is whether you act on it.