Talent Sourcing: Building Your Scaling Startup's Talent Pipeline

In today's hyper-competitive startup ecosystem, your ability to find exceptional talent before your competitors do can make the difference between scaling successfully and stalling out. As your startup transitions from early traction to rapid growth, traditional recruiting approaches often fall short. Strategic talent sourcing—the proactive identification and engagement of potential candidates before you even have open roles—becomes a critical capability for scaling startups.

Introduction: Why Talent Sourcing Is Make-or-Break for Scaleups

The journey from startup to scaleup creates a talent paradox: your need for exceptional people accelerates dramatically just as finding them becomes exponentially more difficult. According to research from Startup Genome, over 90% of startups that fail cite the inability to build the right team as a primary reason. Yet most founders approach talent acquisition reactively—posting jobs when positions open and hoping qualified candidates will apply.

The reality? In scaling environments, waiting until you need someone means you're already behind. By the time you post a job, identify candidates, conduct interviews, and make an offer, weeks or even months have passed—time your fast-moving startup can't afford to lose. Moreover, the most exceptional candidates—those who can truly accelerate your growth—rarely respond to job postings. They're either happily employed or being aggressively recruited through direct channels.

This is where strategic talent sourcing becomes transformative. Unlike reactive recruiting, talent sourcing is a proactive discipline focused on building relationships with potential candidates long before you need to hire them. It creates a sustainable pipeline of pre-qualified talent ready to engage when opportunities arise, dramatically reducing time-to-hire while simultaneously improving candidate quality.

For scaling startups, this capability isn't just nice to have—it's essential. Research from First Round Capital found that startups with formalized talent sourcing strategies fill positions 25% faster and experience 40% lower early-stage turnover than those relying on traditional recruiting methods. The data is clear: your ability to source talent strategically directly impacts your ability to scale successfully.

In this comprehensive guide, we'll explore how to build a powerful talent sourcing function that becomes a true competitive advantage for your scaling startup. From developing specialized sourcing strategies to building engagement systems that nurture passive candidates, you'll learn how to transform your approach to finding talent in ways that support sustainable growth.

Building Your Talent Sourcing Foundation

Before diving into tactical approaches, successful talent sourcing requires establishing a solid foundation that aligns with your scaling goals and company vision.

Aligning Sourcing with Strategic Growth Plans

Effective talent sourcing begins with a clear understanding of where your company is heading. Your sourcing strategy should directly support your growth trajectory and business priorities over the next 12-24 months.

Start by analyzing your company's strategic plan and growth projections. What new capabilities will you need to develop? Which teams will need to scale most rapidly? What specialized skills might become critical as you enter new markets or develop new products?

Work closely with your leadership team to create a talent roadmap that forecasts hiring needs based on growth plans. This forward-looking approach allows you to begin sourcing for critical roles months before positions officially open, giving you a significant advantage in securing high-demand talent.

For example, if your product roadmap includes expanding into enterprise markets in six months, you should begin sourcing for enterprise sales expertise now, even if those positions aren't yet approved. By the time you're ready to hire, you'll already have relationships with qualified candidates who understand your vision.

This alignment process isn't a one-time exercise. Schedule quarterly reviews of your talent roadmap against your company's evolving strategy to ensure your sourcing priorities remain aligned with business needs.

Defining Your Ideal Candidate Profiles

Generic sourcing efforts yield generic results. To find exceptional talent that can drive your scaling ambitions, you need detailed, role-specific ideal candidate profiles that go far beyond basic job descriptions.

For each key role in your hiring plan, develop comprehensive profiles that capture:

• Technical skills and experience required for excellence (not just adequacy)
• Behavioral attributes and working styles that align with your culture
• Growth potential and learning agility indicators
• Specific achievements that demonstrate relevant capabilities
• Background patterns that correlate with success in similar roles

The most effective profiles are developed collaboratively with hiring managers and top performers already in similar roles. Ask detailed questions about what truly differentiates exceptional performance, looking beyond obvious qualifications to identify the subtle traits and experiences that predict success.

These profiles should be living documents that evolve based on what you learn through the sourcing and hiring process. When you find candidates who excel after joining, analyze their backgrounds to refine your profiles further.

With clear profiles established, your sourcing efforts become far more targeted and effective. Rather than casting a wide net and hoping to catch qualified candidates, you can precisely identify individuals with the specific combination of skills, experiences, and attributes that predict success in your unique environment.

Developing Your Talent Brand for Sourcing

In competitive talent markets, your ability to attract exceptional candidates depends heavily on how your company is perceived. A compelling talent brand—the reputation your company has among potential candidates—is essential for effective sourcing.

While consumer branding focuses on customers, talent branding speaks directly to potential candidates, communicating what makes your company a uniquely appealing place to build a career. For scaling startups, this goes beyond perks and benefits to highlight growth opportunities, mission impact, and the chance to solve meaningful challenges.

Develop a clear talent value proposition that answers the fundamental question: "Why would an exceptional candidate choose us over other options?" This proposition should authentically reflect your company's mission, values, and culture while emphasizing the unique growth opportunities available in a scaling environment.

Translate this value proposition into compelling content that can be shared across multiple channels:

• Employee testimonials and day-in-the-life stories
• Behind-the-scenes glimpses of your work environment and culture
• Thought leadership content showcasing your team's expertise
• Growth stories highlighting employee development and advancement
• Impact narratives connecting your work to meaningful outcomes

This content serves two critical purposes. First, it helps potential candidates self-select based on authentic information about your company. Second, it gives sourcers valuable material to share when reaching out to passive candidates, making initial outreach more compelling and personalized.

Remember that in scaling environments, your talent brand must evolve as quickly as your company does. As you hit growth milestones, enter new markets, or shift strategic priorities, update your talent branding to reflect your current reality and future direction.

Strategic Talent Sourcing Channels

With your foundation in place, it's time to identify the most effective channels for finding exceptional candidates who match your ideal profiles. While many startups default to the platforms and networks they're most familiar with, scaling organizations need a more sophisticated, multi-channel approach.

Leveraging Professional Networks Strategically

Professional networks like LinkedIn remain powerful sourcing channels, but most companies use them ineffectively, relying on basic keyword searches that yield the same candidates everyone else finds. To gain a competitive advantage, you need more sophisticated approaches.

Start by building detailed Boolean search strings that combine multiple criteria to identify candidates with the precise combination of skills, experiences, and backgrounds that match your ideal profiles. These advanced search techniques can uncover candidates that basic searches miss entirely.

For example, rather than searching for "Python engineer," a Boolean string might look for: ("Python developer" OR "Python engineer") AND ("machine learning" OR "AI" OR "artificial intelligence") AND ("startup" OR "scale-up") AND ("senior" OR "lead")

Beyond search techniques, leverage the network aspect of professional platforms through second and third-degree connections. Research shows that candidates are significantly more likely to respond to outreach that comes through a mutual connection. Map your team's extended networks to identify potential warm introduction paths to promising candidates.

Finally, don't limit yourself to reactive searching. Use professional networks proactively by engaging with relevant content, participating in professional groups, and gradually building visibility within specialized communities. This long-term approach establishes credibility that makes future sourcing efforts more effective.

Building Specialized Community Presence

Some of the most valuable talent pools exist within specialized communities focused on specific technologies, industries, or professional interests. These communities—whether on Discord, Slack, GitHub, Reddit, or niche platforms—often contain exceptional candidates who aren't actively looking on mainstream job boards.

Identify the communities where your ideal candidates congregate. These might include:

• Open-source project communities for technical roles
• Industry-specific Slack groups or forums
• Technology meet-up groups and conferences
• Professional associations and special interest groups
• Alumni networks from top companies or educational institutions

Rather than immediately recruiting from these communities, focus first on providing genuine value. Have your team members participate authentically by sharing knowledge, answering questions, and contributing meaningful content. This establishes credibility and relationships that make future sourcing conversations more natural and effective.

As your presence grows, you'll gain insider knowledge about who the respected experts are within these communities—information that job boards can never provide. These insights allow you to identify high-potential candidates who may not have the most polished profiles but are highly regarded by their peers.

Data-Driven Sourcing Techniques

Modern talent sourcing increasingly leverages data and technology to identify promising candidates who might be overlooked through traditional methods. These approaches can be particularly valuable for scaling startups competing against larger companies with established recruiting functions.

Start by analyzing your current top performers to identify patterns in their backgrounds, experiences, and career trajectories. This analysis often reveals non-obvious indicators of potential success that you can use to identify similar candidates. For example, you might discover that your best engineers often have experience in specific industries, came from particular companies, or have unique combinations of skills that wouldn't be apparent from standard job requirements.

Use this intelligence to build targeted sourcing campaigns focused on people with similar patterns. Many specialized sourcing tools can help you identify candidates based on these complex criteria, going far beyond what's possible with standard professional network searches.

Additionally, leverage predictive signals that indicate when candidates might be more receptive to new opportunities:

• Recent job changes within their company (promotions or lateral moves)
• Company events like acquisitions, leadership changes, or downsizing
• Professional activity changes like increased posting or profile updates
• Attendance at job fairs or networking events
• Engagement with your company's content or website

By focusing on candidates showing these signals, you can significantly increase response rates and optimize your sourcing team's efforts.

Building a Diversity-Focused Sourcing Strategy

Diverse teams are consistently shown to outperform homogeneous ones, particularly in innovation-driven environments. Yet many scaling startups find their teams becoming less diverse as they grow, often because their sourcing approaches unintentionally favor certain demographic groups.

Building diversity into your sourcing strategy from the beginning is both a moral imperative and a business advantage. Research from McKinsey shows that companies in the top quartile for gender diversity are 25% more likely to achieve above-average profitability, while those in the top quartile for ethnic diversity outperform by 36%.

Effective diversity sourcing begins with examining your current processes for potential biases. Review your job descriptions, ideal candidate profiles, and sourcing channels to identify elements that might unintentionally exclude qualified candidates from underrepresented groups.

Once you've addressed potential systemic biases, proactively expand your sourcing channels to include organizations, communities, and networks specifically focused on underrepresented groups in your industry. These might include:

• Professional organizations for women in technology or business
• Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs)
• Community programs focused on tech education in underserved areas
• Specialized job boards and communities for underrepresented groups
• Returnship programs for professionals re-entering the workforce

Additionally, leverage employee resource groups within your organization to help identify potential candidates and provide authentic perspectives on your company culture. This not only improves your sourcing effectiveness but also helps build a more inclusive environment that will attract diverse talent.

Building Your Candidate Engagement Engine

Finding potential candidates is only the first step. To convert prospects into applicants and eventually team members, you need sophisticated engagement strategies that build relationships over time. This is where many sourcing efforts fail—they identify promising candidates but lose them through ineffective outreach and follow-up.

Personalized Outreach Strategies That Convert

Generic outreach messages yield dismal results. Research from recruitment platform Lever shows that personalized outreach achieves response rates 3-5 times higher than templated messages. For scaling startups competing against better-known companies, personalization isn't optional—it's essential.

Effective personalization goes beyond simply inserting the candidate's name or current company. It demonstrates that you've done genuine research and are reaching out based on specific aspects of their background that align with your opportunity.

Your outreach should include:

• A specific reference to their work, achievements, or background that caught your attention
• A clear connection between their expertise and the problems your company is solving
• Authentic information about your company's mission and growth trajectory
• A concrete next step that feels valuable regardless of their immediate interest level

Rather than immediately pushing for an interview, focus initial outreach on establishing a relationship. Offer to share insights about your industry, connect them with relevant professionals in your network, or provide information about your company's approach to problems they've worked on. This value-first approach significantly increases engagement rates, particularly with passive candidates who aren't actively job-seeking.

For high-priority candidates, consider multi-touch engagement sequences that provide value at each interaction. This might include sharing relevant content, inviting them to company events, or connecting them with thought leaders at your organization. Research shows that well-designed engagement sequences can increase conversion rates by up to 40% compared to single outreach attempts.

Building Nurture Campaigns for Passive Candidates

Not all promising candidates will be ready to engage immediately. A sophisticated talent sourcing function needs systems to nurture relationships with passive candidates over time, keeping your company top-of-mind until they're ready to consider new opportunities.

Design structured nurture campaigns that provide consistent value through regular, non-intrusive touchpoints. These might include:

• Quarterly updates on company milestones and growth
• Invitations to relevant webinars or virtual events
• Personalized sharing of content related to their professional interests
• Congratulatory notes for career achievements or work anniversaries
• Periodic, low-pressure check-ins to maintain the relationship

These campaigns should be tracked through a candidate relationship management (CRM) system, allowing you to monitor engagement levels and identify when candidates show increased interest. Advanced systems can alert sourcers when candidates exhibit behaviors indicating they might be more receptive to opportunities.

Segment your nurture campaigns based on candidate priorities, specializations, and likely timeframes for job changes. Someone who recently started a new position might receive quarterly updates for a year before more direct outreach, while someone approaching the typical tenure at their company might receive more frequent engagement.

The key to effective nurture campaigns is consistency and authenticity. Candidates should perceive genuine interest in building a relationship, not just filling an immediate opening. When executed well, these campaigns create a pipeline of warm candidates who already understand your company and are predisposed to consider opportunities when the timing is right.

Event-Based Sourcing Strategies

Strategic participation in events—both physical and virtual—can significantly enhance your sourcing effectiveness. Events provide opportunities to engage with passive candidates in neutral settings, establishing relationships that might be difficult to initiate through cold outreach.

Identify events where your ideal candidates are likely to participate, including:

• Industry conferences and trade shows
• Technology-specific meet-ups and workshops
• Professional association gatherings
• Hackathons and competitions
• Virtual summits and webinars

Rather than simply attending these events, find ways to actively participate through speaking engagements, panel discussions, or workshop facilitation. This positions your company as a thought leader and creates natural opportunities for meaningful engagement with potential candidates.

Prepare your team thoroughly before events, with clear strategies for identifying promising candidates, initiating conversations, and capturing contact information for follow-up. The goal isn't to immediately recruit attendees but to establish enough of a connection that post-event outreach feels natural and welcome.

After events, implement structured follow-up processes that reference specific interactions and provide clear next steps. Research from recruitment platform Greenhouse indicates that candidates are 40% more likely to respond to outreach that references a previous in-person interaction, making event-based sourcing particularly effective for engaging passive candidates.

Measuring and Optimizing Your Talent Sourcing

As your startup scales, your talent sourcing function must become increasingly data-driven. Without clear metrics and optimization processes, it's impossible to know whether your sourcing efforts are improving or which channels and approaches deliver the best results.

Setting Up Your Sourcing Analytics Framework

Begin by establishing clear key performance indicators (KPIs) that align with your overall business objectives. While many companies focus exclusively on hiring outcomes, a comprehensive sourcing analytics framework should track metrics across the entire sourcing funnel:

• Activity metrics: Number of candidates identified, outreach messages sent, and initial conversations
• Engagement metrics: Response rates, conversation-to-application conversion, and nurture campaign effectiveness
• Quality metrics: Percentage of sourced candidates who pass initial screens and receive interviews
• Outcome metrics: Number of hires from sourcing, time-to-hire for sourced candidates, and quality of hire
• Efficiency metrics: Sourcing cost per hire and sourcer productivity

These metrics should be tracked consistently and reviewed regularly to identify trends and opportunities for improvement. Implement a system that allows you to segment data by sourcing channel, candidate type, role category, and other relevant variables to gain deeper insights into what's working.

Benchmark your performance not just against your own historical data but also against industry standards when available. This helps you understand whether your sourcing function is truly a competitive advantage or an area needing significant improvement.

Optimizing Channel Performance

Once you have baseline metrics established, you can begin optimizing your sourcing channels to improve results over time. This process involves analyzing the performance of each channel across multiple dimensions:

• Volume: Which channels consistently produce the most candidates for your pipeline?
• Quality: Which channels yield candidates who progress furthest in your hiring process?
• Efficiency: Which channels provide the best return on investment in terms of cost and time?
• Diversity: Which channels help you reach underrepresented talent groups?

Based on this analysis, reallocate resources to double down on high-performing channels while testing improvements for underperforming ones. This might involve shifting sourcer time from general job boards to specialized communities or investing more in events that consistently yield quality candidates.

Remember that channel performance often varies by role type, level, and location. What works excellently for engineering roles might perform poorly for marketing positions. Maintain separate channel performance data for different role categories to make more nuanced optimization decisions.

Continuous Improvement of Sourcing Capabilities

Beyond channel optimization, establish a continuous improvement mindset within your sourcing function. Regularly review not just metrics but also processes, messaging, and techniques to identify opportunities for refinement.

Implement structured learning processes including:

• Regular retrospectives to analyze recent successes and failures
• A/B testing of different outreach approaches and messaging
• Peer reviews of sourcing strategies and candidate assessments
• Ongoing training and development for sourcing team members

Create feedback loops between sourcers, recruiters, hiring managers, and recently hired employees to gather insights about the candidate experience and quality of fit. This information can help refine your ideal candidate profiles and sourcing approaches over time.

As you scale, also consider how technology can enhance your sourcing capabilities. Many AI-powered tools can augment human sourcers by automating candidate identification, personalizing outreach at scale, or predicting candidate receptiveness based on behavioral signals. While these tools shouldn't replace human judgment, they can significantly increase the productivity and effectiveness of your sourcing team.

Scaling Your Talent Sourcing Function

As your startup grows, your approach to talent sourcing must evolve. What works when hiring dozens of people will break down when hiring hundreds. Planning for this evolution early prevents painful bottlenecks as your company accelerates.

From Founder-Led to Specialized Function

In early-stage startups, founders often lead sourcing efforts, leveraging their networks and vision to attract initial team members. While this approach works at small scales, it becomes unsustainable as hiring volumes increase and role requirements diversify.

The transition to a specialized sourcing function typically begins with a dedicated talent acquisition leader who implements foundational processes and systems. As the company continues to scale, specialized sourcers—either in-house or through external partners—focus on specific role categories or functions.

This evolution requires careful planning to maintain quality while increasing capacity. Document the approaches that have worked well during founder-led sourcing, particularly the compelling narratives and authentic engagement techniques that attracted early employees. These elements should be preserved even as the function becomes more systematic.

As you build a dedicated sourcing team, look for individuals who combine analytical thinking with strong relationship skills. The best sourcers are curious researchers who genuinely enjoy understanding people's career motivations and connecting them with meaningful opportunities. Technical knowledge of the domains you're hiring for is valuable but can often be developed over time.

Building Sourcing Partnerships

As hiring needs fluctuate during scaling, external partnerships can provide flexible capacity and specialized expertise. Effective partnerships might include:

• Specialized sourcing firms focused on specific role categories
• Contingent recruiters for urgent or specialized positions
• University and educational partnerships for early-career talent
• Expert networks that provide access to passive executives
• Diversity-focused organizations that expand your talent reach

The key to successful partnerships is establishing clear expectations and seamless integration with your internal processes. External partners should understand your company culture, ideal candidate profiles, and value proposition as thoroughly as internal team members.

Implement consistent data-sharing and feedback mechanisms to ensure partners learn and improve over time. The most effective partnerships evolve from transactional relationships to strategic alliances where external partners function as true extensions of your team.

Building Talent Communities

The most sophisticated talent sourcing functions move beyond individual candidate relationships to build broader talent communities—groups of potential candidates who maintain ongoing connections with your company even without immediate job opportunities.

These communities provide a sustainable pipeline of pre-engaged candidates who already understand your company and mission. They might include:

• Former applicants who weren't selected but showed potential
• Professionals interested in your company but not ready to change roles
• Alumni from your organization who might return or refer others
• Participants in your company's events or content programs

Nurture these communities through regular value-sharing, including:

• Exclusive content about your industry and company
• Virtual events and learning opportunities
• Early access to product announcements or company news
• Professional development resources and networking

These investments yield significant returns when you need to hire quickly, as community members convert to applicants at much higher rates than cold-sourced candidates. Research from talent platform Beamery indicates that candidates sourced through talent communities have 2.5x higher conversion rates and 30% faster time-to-hire compared to traditional sourcing.

Conclusion: Transforming Talent Sourcing into Strategic Advantage

As we've explored throughout this guide, talent sourcing for scaling startups goes far beyond simply finding candidates to fill open positions. When approached strategically, it becomes a powerful competitive advantage that enables sustainable growth and market leadership.

The most successful scaling companies recognize that talent sourcing isn't just a recruiting function—it's a business-critical capability that directly impacts their ability to execute on strategic objectives. By investing in sophisticated sourcing approaches, these organizations create pipelines of exceptional talent that fuel innovation, accelerate market entry, and enable consistent execution.

As you implement the strategies outlined in this guide, remember that building an effective talent sourcing function is a journey that evolves with your company. Start by establishing strong foundations—clear candidate profiles, compelling talent branding, and basic sourcing channels. Then systematically expand your capabilities, adding more sophisticated approaches and optimization processes as your hiring needs grow.

Monitor your progress through consistent metrics, always connecting sourcing performance to broader business outcomes. When done effectively, your talent sourcing function should demonstrate clear ROI through faster hiring, higher quality candidates, and improved business results from the teams you build.

Most importantly, maintain a candidate-centric mindset throughout your sourcing efforts. The best talent has more options than ever before, and their experience with your sourcing process shapes their perception of your entire organization. By approaching sourcing as relationship-building rather than transaction-processing, you create positive impressions that extend far beyond individual hiring processes.

The war for talent remains one of the most significant challenges for scaling startups. By implementing strategic talent sourcing as outlined in this guide, you transform this challenge into an opportunity to outpace competitors and build the exceptional team required to achieve your ambitious vision.

FAQ Section

How early should we invest in dedicated talent sourcing capabilities?

Implement basic sourcing processes when you anticipate hiring 15+ people annually. Start with standardized tools and approaches, then add dedicated personnel when hitting 25+ hires annually. Early investment in sourcing infrastructure pays dividends through reduced time-to-hire and improved candidate quality, both critical factors during rapid scaling phases.

What's the optimal balance between internal and external sourcing resources?

Most successful scaleups maintain a core internal sourcing team for ongoing needs while leveraging external partners for specialized roles, surge capacity, and new market entry. The ideal balance typically includes internal sourcers handling 60-70% of volume, with external partners providing specialized expertise and flexibility for managing hiring peaks.

How can we effectively source for executive and leadership roles?

Executive sourcing requires different approaches focused on relationship-building rather than transactional outreach. Develop long-term nurturing strategies for potential leaders before you need them, leverage your board and investor networks, and consider specialized executive search partners for critical roles. Always prioritize confidentiality and personalized engagement for leadership candidates.

What technologies should we prioritize for our talent sourcing stack?

Start with a robust Applicant Tracking System (ATS) and Candidate Relationship Management (CRM) platform as your foundation. Add sourcing automation tools that enhance your team's capabilities without replacing human judgment. As you scale further, implement analytics platforms that provide actionable insights about your sourcing performance and talent market trends.

How do we measure the ROI of our talent sourcing investments?

Calculate ROI by comparing fully-loaded sourcing costs (personnel, tools, programs) against quantifiable benefits including reduced time-to-hire, improved quality of hire, and decreased reliance on external recruiters. The most sophisticated analyses also factor in business impact metrics like reduced vacancy costs and improved team performance with better-quality hires.

How can we source effectively for remote and distributed teams?

Adjust your sourcing strategy to emphasize candidates with demonstrated remote work capabilities including strong communication skills, self-direction, and digital collaboration experience. Expand your geographic scope while implementing structured assessment approaches that effectively evaluate remote work competencies and cultural alignment without in-person interaction.

What are the most common talent sourcing pitfalls for scaling startups?

The biggest mistakes include sourcing too narrowly from founders' networks (limiting diversity and expertise range), relying exclusively on inbound applications (missing passive talent), inadequate candidate relationship management (losing promising prospects), and failing to measure sourcing effectiveness (continuing ineffective approaches). Awareness of these pitfalls allows you to implement preventative strategies.

How should our sourcing approach change as we enter new markets?

Adapt your strategy to respect local business cultures and practices while maintaining your core values. Partner with local experts who understand the talent landscape, invest in market-specific employer branding, and adjust your messaging to address region-specific candidate priorities. Most importantly, ensure your value proposition is compelling within each market's unique context.

Disclaimer

This blog post was initially generated using Inno Venture AI, an advanced artificial intelligence engine designed to support digital product development processes. Our internal team has subsequently reviewed and refined the content to ensure accuracy, relevance, and alignment with our company's expertise.

Inno Venture AI is a cutting-edge AI solution that enhances various aspects of the product development lifecycle, including intelligent assistance, predictive analytics, process optimization, and strategic planning support. It is specifically tailored to work with key methodologies such as ADAPT Methodology® and Scaleup Methodology, making it a valuable tool for startups and established companies alike.

Inno Venture AI is currently in development and will soon be available to the public. It will offer features such as intelligent product dashboards, AI-enhanced road mapping, smart task prioritization, and automated reporting and insights. If you're interested in being among the first to access this powerful AI engine, you can register your interest at https://innoventure.ai/.