The “Apply” button has become a bit too easy to click. For many recruiters, that means a deluge of keyword-stuffed resumes that look perfect on paper but fail in the interview. You need high quality, high-intent candidates, niche tech skills, and prospects with the culture- fit to succeed in that role.
Candidates want that too.
We’ve launched a capability that helps tech professionals find your roles with precision. It improves the quality of your pipeline before you even see a resume.
The Problem: Keyword Gaming
For years, job seekers have optimized for the ATS instead of speaking to hiring managers and recruiters through the resume. They operate in survival mode: stuffing resumes with every keyword variation and apply broadly to boost their chances, hoping something sticks.
The result is familiar: You drown in applications from candidates who technically match your keywords but miss on the things that actually matter—work style, tech stack preferences, and hard deal-breakers. You might see 200 applications for a senior role, but only find 12 worth a phone screen.
High-Intent Search
Enter the Dice MCP server.
Tech professionals can connect AI assistants like Claude, ChatGPT, and Gemini directly to our tech-only job database using a Model Context Protocol (MCP) server. They can now search for jobs using plain language and real-world constraints. They don’t have to guess your keywords.
They find exactly what they want by specifying what they need:
- “Senior backend roles in Denver with no on-call requirements.”
- “Remote Python positions that sponsor visas.”
- “Engineering manager roles that don’t require Java or Spring Boot.”
Candidates filter themselves based on their non-negotiables before they ever click “Apply.”
Better Candidates Through Self-Qualification
When candidates search with this level of precision, they apply with intention. The “noise” in your inbox drops because the wrong people stop applying.
- Fewer Mismatches: Developers who refuse to touch legacy code skip your Spring Boot requirements. Candidates who hate on-call rotations stop applying for DevOps roles with 24/7 coverage.
- Senior, Selective Talent: The people using AI-driven search are usually experienced, highly skilled, and clear about their career path. They aren’t entry-level applicants throwing resumes everywhere; they’re senior engineers and architects who are selective because they can afford to be.
- Upstream Filtering: Candidates do the heavy lifting for you. They ask AI to surface only the roles that match their stack, location, and company size. By the time they apply, they’ve already decided your role is worth their attention.
Why We Built This
The best tech talent already uses AI assistants to write code, analyze data, and manage their days. They expect their job search to be just as efficient. They can connect AI directly to our tech-only database so your roles appear when these early adopters search for their specific needs.
Improve Your Hiring Process
When candidates self-screen effectively, you get:
- Higher Application Quality: Eliminate “why did they even apply?” moments.
- Better First-Round Interviews: Talk to candidates who actually meet your must-haves.
- Faster Time-to-Hire: Spend less time sorting through noise and more time talking to real contenders.
Try It Yourself
See what candidates see when they search. The Dice MCP Server is live, and you can set it up with Claude, ChatGPT, or Gemini in minutes. Run a search for your own open roles to see how precise the results get.
