Evaluation Intelligence at Scale for Executive Hiring
Finding and researching great leadership shouldn't take as long.
Marovi combines elite recruiter judgment with technology built to map, evaluate, and present the executive talent market in real-time.
Contact Marovi To Learn More
Why Executive Hiring Is Different
Executive Hiring Isn't Just About Finding Names.
At the executive level, the challenge isn't simply finding people who match a title or keyword.
It's understanding the talent market, evaluating experience against the needs of the role, and determining who is actually aligned with what the organization needs next.
Traditional sourcing tools can help you find candidates.
Marovi helps you evaluate them.
Why Marovi
Don't Search. Evaluate.
- Modern Hiring Technology
- Executive Recruiting Expertise
- Qualified Leadership Candidates
- Faster Hiring Process
- Fraction of Executive Search Fees
From Talent Market to Executive-Ready Evaluation
01 — Map the Market
Marovi maps the executive talent market using multiple data sources to build a comprehensive view of qualified leadership talent.
02 — Evaluate Candidates
Candidates are evaluated against weighted role criteria, not simply matched based on keywords or profile data.
03 — Build the Shortlist
Marovi brings the research together into evidence-based candidate evaluations, helping hiring teams understand why a candidate fits the role.
04 — Make the Decision
Get executive-ready reports and scorecards in minutes, giving your team the intelligence needed to move forward with confidence.
What Marovi Saves
%
Reduction
in third party search fees
Saved
in internal & external search costs annually
%
Faster
to a qualified, aligned candidate shortlist
Saved
building candidate reports & scorecards
One Platform. Three Ways to Work With Marovi.
Platform Access
Run executive searches yourself with Marovi's evaluation platform.
For: Internal talent teams and organizations that want more control over executive hiring.
Executive Search
Let Marovi handle the research, evaluation, and executive search process for you.
For: Organizations that want expert support from search through shortlist.
Research Projects
Get targeted executive talent market research and evaluation support when you need it.
For: Teams that need additional research capacity without committing to a full search.
Evaluation Engine
Marovi is the talent evaluation platform built for high stakes executive hiring - mapping your talent market, evaluating profiles, and delivering executive ready reports in minutes.
Real Results
Strengthening Governance for the Next Phase of Global Connectivity
Case Study
President Appointment to Power HNM’s Next Chapter
Case Study
Finance Leadership Aligned with Digital Infrastructure Demand
Case Study
Frequently Asked Questions
LI Recruiter vs Marovi
LinkedIn Recruiter is a sourcing tool. It surfaces names based on profile data and keyword matching. For executive-level search, that's not enough - it's just a place to start. And for teams using Marovi, it's no longer necessary. We run executive searches without it, and if eliminating that cost matters to you, that's a real ROI conversation.
Marovi maps the market exhaustively, pulls from multiple data sources, and evaluates candidates against weighted role criteria. By the time you have a shortlist, you don't just know who exists - you know why each person does or doesn't fit the role. That's the work LinkedIn Recruiter doesn't do, and why executive search teams using Marovi have been able to drop it from their stack entirely.
Claude Cowork vs Marovi
General AI tools like Claude are powerful for many things - but executive search isn't one of them. Ask Claude to map an executive talent market and it'll give you fast, surface-level results drawn from whatever's publicly available and well-indexed. The outputs aren't formatted for client delivery, there's no recruiter-specific logic or scoring, and critically, you have no way of knowing how accurate or current the data is until you go verify it yourself - which costs more time than it saved.
Marovi is not Claude. It's not ChatGPT. It's a platform built from the ground up by elite executive recruiters, specifically for executive search. It uses proprietary AI models trained on accuracy, depth, and nuance - not general-purpose language generation. You get the speed of AI without the hallucination risk, without the data privacy concerns, and without outputs that don't reflect how an executive recruiter thinks and presents.
That doesn't mean AI tools have no place in your workflow - they do, just not as the evaluation engine. Marovi's evaluation infrastructure is built to plug into Claude, ChatGPT, and the other AI tools your team already uses, so you get accurate, recruiter-grade data flowing into the workflows you've already built.
Your foundation is different - how?
Most AI tools being applied to talent acquisition today are either general-purpose AI bolted onto a use case, or legacy ATS platforms patching AI onto an outdated data model. Marovi was designed from the ground up around the data model that executive search actually requires. That means it's not fighting legacy architecture, and it's not a square peg in a round hole. It's built to handle nuanced, complex evaluation criteria - the kind that matter at the VP+ level - and to connect internal and external candidate data in one secure environment. The foundation isn't an afterthought. It's the whole point.
What do you mean by evaluation?
Sourcing finds candidates. Evaluation answers the question: is this the right one? Marovi starts by turning your role criteria into a weighted scorecard that aligns your hiring team before a single candidate is reviewed. Then every candidate is assessed the way an elite recruiter would: multiple data sources studied together, weighed against your specific criteria, judged on nuance and relevant experience - not keyword proximity. That's why it takes Marovi 2–3 minutes to return results, not seconds. That's not a bug. That's the difference between matching and evaluating.
Is it a native AI talent acquisition tool?
Yes - and that distinction matters. Marovi wasn't built by adding AI features to an existing platform. It was architected from day one around AI capabilities, without the legacy constraints, the security shortcuts, or the compromises that come from retrofitting. The result is a platform that does specific things spectacularly, rather than many things inconsistently. Native means the data model, the evaluation logic, and the user experience were all designed together - for executive recruiting specifically.
Where do you get the data?
Marovi combines two data environments: an external dataset that is constantly being compiled and grown, and your own internal data - notes, files, candidate history from your ATS or CRM. Both live in one secure environment, and your internal data always remains private to you and your team. It never goes into a shared pool. The combination of external market depth and your own institutional knowledge is what makes the evaluation hit differently than anything a general AI tool can produce.
Do you connect with my ATS/CRM?
Yes. Marovi is built to bring your internal data into the evaluation - not replace it. Your candidate history, notes, and files from your existing ATS or CRM can be connected so that every evaluation reflects both external market intelligence and your own accumulated knowledge of a candidate. Your data stays yours. It remains private to your team and is never shared or used to train external models.
Do you have an MCP connection?
Yes. Marovi is built to extend. MCP (Model Context Protocol) integration means you can connect your own data sources and tools directly into the platform - so as your tech stack evolves, Marovi evolves with it. It's one of the reasons there's no lock-in: month-to-month pricing, no custom build required to get started, and the flexibility to integrate deeper as your needs grow.
A New Model for an Old Problem
Traditional search rents you a recruiter's time, expertise, and availability - once. Marovi turns that judgment into a framework you own - visible, auditable, measurable and reusable. The evaluation framework itself is the asset, not one recruiter's availability - accessible at whatever level of support you need.