Kalent

The AI agent for sourcing talents 🧠
Kalent is your copilot to find your top talents thanks to instant matching. 
Get 3x more qualified interviews from any job offer.

Looti

The next gen lead generation software, incubated at Station F.
Failed for many reasons, but many lessons learned. Sold on Acquire.com

Foodles

The next generation canteen 🍛
My missions resulting a ROI x20 each year :
B2B Acquisition 🚀
- Sales Automation Strategy: Scraping, Acquisition, Lead Scoring, Lead Nurturing
- Inbound & Outbound Marketing : B2B Content, SEA, SEO, Ads, Growth Tactics
Branding 🎨
- Website and Product optimisation, copy-writting, AB testing
- UX recommendations, new rebranding launch
Management 🤝
- Recruit and Manage a Growth team
- Manage weekly and monthly reporting, tracking KPIs & OKRs
- Create Board Revenue Reports for investors

VP of Growth

Pathfinder

Pathfinder, a branch of The Family, was a corporate startup studio to create startups in collaboration with corporates.
My missions : Lead Generation, Events Management & Sales Automation.

Head of Growth

Privateaser

The leading Venue Management Platform in France 👨‍💻
My missions : Helping owners to get more customers, account management and upsell.

Key Account Manager

CultureSecrets

The parisian cultural pass 🎭
My missions : Partnerships strategy, Press Relations & Webmarketing.

Responsable partenariats

YellowKorner

Corporate Account Executive

Centre Pompidou

Chargé de mécénat

Le Figaro

Web Marketing Specialist

CEO @Candide I Empowering teams to the AI-driven future of work

I'm the founder of Kalent, the AI recruitment agent for companies to reduce their time-to-hire per 3.
Our AI Agent hunts, pre-screens, and schedules interviews with your perfect candidate - so you don't have to.
👉 https://www.kalent.ai/demo

Il y a 5 ans, je faisais du "Growth".
Des milliers de campagnes, des heures d’A/B testing, une seule obsession : générer de la croissance.

Quand j’ai commencé à recruter, j’ai eu un choc.
On me demandait d’utiliser des CVthèques obsolètes.
LinkedIn Recruiter coûtait une fortune et m’obligeait à passer des heures à faire du booléen.
Pour enrichir les données, je devais empiler des plugins et des flows complexes.
Au final, je passais des nuits à sourcer… pour 15 % de taux de réponse.

Je me suis dit : si on applique les méthodes de Growth au recrutement, on peut tout changer.

Puis j’ai rencontré Cedric Tournay, ex-CEO de Dailymotion, pour donner une autre dimension à l’aventure.

Et avec Vincent Maillard de la Morandais, ancien développeur au Ministère des Armées, on a passé plus d’un an à construire un moteur de recherche propriétaire, capable de scanner 100M+ profils et d’enrichir 80 % des données avec mails et mobiles.

C’est comme ça qu’est né Kalent : le copilote IA des recruteurs.
Un outil simple, efficace, qui aide à trouver, matcher et engager les meilleurs talents via LinkedIn, email et WhatsApp.
Résultat : des entretiens qualifiés en quelques jours, des centaines de recrutements effectués grâce Kalent. Experts comptables, consultants SAP, conducteurs de travaux, développeur et autres!

Aujourd’hui, plus de 250 entreprises, dont 80% d’acteurs du staffing, nous font confiance.

Et nous ne faisons que commencer.

Edouard Vaudour

CEO @Kalent I Your hiring copilot to source and engage top talent

3 LinkedIn messages, 2 emails, one WhatsApp. 
Same candidate, same role – guess which one got the reply?

Not LinkedIn. Not email.

It was WhatsApp.

Here’s why: each channel taps into a different mindset.

By the time you reach WhatsApp, you’ve already earned your way there:
- LinkedIn builds awareness
- Email builds credibility
- WhatsApp feels personal, not pushy

Most recruiters blast the same template across channels, and all they create is noise.

Here’s the sequence that actually works:

LinkedIn first: Short, context-rich message tied directly to the role. People check LinkedIn daily, so you’re instantly on their radar

Email 2 days later. Same role, different angle - this is where you can share team details and add more context

WhatsApp 3 days later. Conversational, human and almost impossible to ignore - in a good way

The hard part is knowing when to stop, so let me make this easy: you get three touches across three channels, then it’s time to move on.

At Kalent, we see recruiters using this sequence hit 60% reply rates - 5x the industry standard.

This isn’t because they send more messages, but because they send the right message on the right channel at the right time.

Most recruiters quit after LinkedIn goes cold, but the best ones know the conversation is just getting started.

P.S: If you’re stuck getting replies on just one channel and want to test this multi-channel, context-driven flow on your actual roles, send me a DM.

Most recruiters still treat outreach like a numbers game. But 200 messages that feel copy-pasted won’t outperform 20 messages that feel intentional:

I've seen recruiters send 200+ messages and get 3 replies.

Then I've seen others send 20 messages and get 12 replies.

The difference = context

One group treats outreach like a spray-and-pray email blast. The other treats it like a conversation between two people who actually understand each other.

Most recruiters start by scanning a candidate's LinkedIn profile for keywords and miss the entire point.

Great recruiters start with the job posting itself:
- What's the actual tech stack?
- How urgent is this hire?
- What does success look like in 6 months?
- Who will they be working with?

Then they match candidate experience to specific job requirements. 
No generic templates or keyword stuffing.

Generic volume-led approach:
"Hi Sarah, saw your Python experience. We have a backend role that might interest you. Let's chat!"

Context-driven approach:
"Hi Sarah, your work scaling payment systems at fintech startups caught my attention. We're looking for someone to lead our billing infrastructure rebuild - small team, direct CTO report, full ownership from day one. Reminded me of your Stripe integration project at [Company]."

The second message gets replies because it shows you actually read their background and understand the role.

At Kalent, we've built our entire platform around job context first, candidate matching second. Our users consistently see 60%+ reply rates while industry average hovers around 15%.

When you lead with context, candidates can immediately see themselves in the role. When you lead with keywords, they see another recruiter who didn't do their homework.

P.S: Still blasting generic templates to your talent pipeline? We’ll show you how context-first outreach works for your specific roles. DM me your roles and I’ll send it over.

Everyday, I'm asked why we're not building AI agents… 
In San Francisco, they’re everywhere. 

I totally get the appeal of full automation: upload a job description, let the machine run, wake up to a pipeline of candidates.

But that’s not the reality. For now, the real world is messier, and recruiting lives in the gray areas that algorithms can’t parse.

When a hiring manager mentions “culture fit” is that about values or just wanting someone from the same university?

These nuances are the difference between a placement and a wasted conversation, and they’re why we built Kalent the way we did:

AI handles the scale - scanning millions of profiles, enriching contact data, drafting outreach.

Recruiters handle the judgment - reading replies, gauging intent, navigating hiring politics.

To be honest, the results speak for themselves: AI + Human = Kalent.

While fully automated tools struggle to maintain trust, Kalent recruiters consistently hit reply rates way above industry benchmarks.

If you’re tired of 5% reply rates and want to see how human + AI actually works in practice, DM me and I’ll show you.

Taplio

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