Your private board
Pick up where you left off.
Review the roles Scout finds, check its reasoning, and track the ones you choose to pursue. Your search and application materials stay together.
Scout · A wider search, built around you
AI-assisted job search.
- Scan ATS career sites and job boards every weekday
- Tailor your resume to the role
- Discover a path in, so you stand out
For Director-to-VP leaders in data, product, marketing, and technology. You choose what to pursue; Scout can find the people to contact and help prepare the application and first call.
Built by Jimmy DeBlasio. Free for 7 days, then $30 a month. Cancel any time.
Brackenridge Outdoor
VP, Data & AI
Minneapolis, hybrid
86/100
You would own the team and hiring, and build applied AI on a platform that already works.
Alderquay Care Systems
Director, Data & AI
Minneapolis or US remote
71/100
Rebuild the data and AI function you built before, at an earlier stage.
Wrenfield Insurance
Head of Data & Applied AI
US remote
79/100
Reports to the CEO with a funded team. Open question: how much is build versus run.
Osterline Mutual
VP, Data Platform
US remote
62/100
A step up in scope, heavier on platform than applied AI.
Kestrel Bay Health
Director, Product Analytics
Minneapolis, MN
57/100
Close to home. Unclear whether it reports to product or finance.
Fictional applicant and roles for demonstration. No customer data or live vacancies.
Less searching to do yourself.
More context for deciding what deserves your time.
What having a Scout looks like
A search that
keeps moving.
Scout searches on weekdays and emails you when new roles clear its review. Open your private shortlist when you are ready to decide what deserves a closer look.
Your inbox
Know when there is something to review.
Get an email when new roles clear Scout’s review. The Monday brief adds sourced market context and questions for your next conversation.
How Scout searches
Look beyond
your last job title.
The work you want may sit under a title you would never search for. Scout explores related roles, industries, and employers using your experience and what matters to you.
Find work under different titles.
Scout searches for your target roles and the business problems you know how to solve. It varies the searches across runs to explore different ways your experience could fit.
Go straight to employer postings.
Scout combines direct employer postings with web search, Built In, and investor portfolio job boards. It reads the posting to assess the work behind the title.
Keep new companies in view.
When Scout finds a company feed it can read, it can add it to a watchlist and return for new openings. You have more employers being checked without another list to maintain yourself.
Spend your time on a shortlist.
Scout checks for duplicates, practical mismatches, and evidence that a role is open. It reviews promising roles against your priorities, so you can see the fit, the concerns, and the questions to resolve.
Which employer hiring systems does Scout read?
Greenhouse, Lever, Ashby, Workday, SmartRecruiters, Workable, and UKG. Coverage depends on the employer's setup and whether its postings are accessible. Companies are checked on a rotating schedule.
See what arrives after the search.
See Scout in actionYou stay in control
Know what Scout
is doing for you.
See what Scout is looking for, why it surfaced a role, and where its assessment is uncertain. You can change the direction and challenge its reading.
How does Scout understand me?
During setup, Scout reads your resume and the context you share and turns them into a scouting profile: your experience, motivations, working style, and constraints. You review it, and can correct or change it at any time.
Your profile sits alongside explicit search settings, including geography, role vocabulary, recurring searches, and target company boards. You can inspect and change them.
Where do the roles come from?
Scout combines direct employer postings with web search, Built In, and configured investor portfolio boards. It remembers supported company feeds it discovers and checks them again in later runs.
It reads posting text and checks eligibility, previous results, and evidence that a role is open before deeper review. Coverage grows as Scout discovers employers, but no search covers every vacancy.
What does a fit score mean?
The assessment considers the work, authority, team, leadership, breadth, and operating conditions against your profile. It distinguishes direct evidence, inference, and unknowns.
The score summarizes that assessment. Evidence coverage reflects whether Scout’s assessment rests on posting evidence, inference, or unanswered questions. A promising role can still have an important unanswered question; the score is not a prediction of an offer.
Who does Scout suggest I contact?
On a role you choose, Path in names the likely hiring manager and up to four others at the employer worth a message, each with Scout’s reason and a rating out of 5. If fewer people are worth contacting, it shows fewer rather than filling the list.
Names come from a people-data service built on professional profiles, which can lag behind job changes, so check the profile before you write. That service is told the employer and the role’s title, level, and location, never your resume, name, or email; Scout checks shared schools and employers against your resume itself. Scout never contacts anyone for you, and each Scout includes a limited number of lookups a week.
Will Scout apply for me?
You choose where to apply. Scout helps you review the opportunity, prepare your documents, and track the application. You review the materials and submit them on the employer's site.
How does access work?
Sign up for $30 a month. After checkout, Scout emails you a link to add your resume and where you want to work; it builds your board and runs its first search right away. Your first 7 days are free. The plan includes the application, call-preparation and Path in tools.
One role, from discovery to decision
See Scout at work.
Follow Adam Banks, a fictional data leader, from his search priorities to a role review and decision. Then see who Scout suggests he contact, and how the same context carries into his application and first call.
Tell Scout what
you want next.
Tell Scout about the work you want to do, the decisions you want to own, and the conditions that matter. Your resume gives it the background to understand that direction.
Scout turns that into your profile and search settings in a few minutes. You can review and change both as your priorities shift.
View the scouting profile
- What he has built
- Built a reporting team into a data platform function
and a small applied-AI group. - What he wants next
- Build new capability. Own the calls. Lead a team.
- Where to look
- Director / Head of Data & AI. Minneapolis or US remote.
Open to adjacent industries.
Fictional applicant and role for demonstration. No customer data or live vacancy.
Read the full profile
# Adam Banks
## Track record
Director of Data & Analytics at Larchmere Regional Health,
a well-resourced regional health system in Minneapolis.
Built a reporting team into a data platform function
and a small applied-AI group.
## Motivations
Build new capability. Own the calls. Lead a team.
Build again at an earlier-stage organization.
Avoid maintaining a mature function or advisory-only work.
## Working style
Make decisions close to the work. Test ideas with users.
Value reliable data, clear ownership, and practical craft.
## Search direction
Director / Head of Data & AI. Minneapolis or US remote.
Open to adjacent industries.
Fictional applicant and role for demonstration. No customer data or live vacancy.
Know why a role
is worth your time.
Scout reads the work, authority, team, and operating conditions against your priorities. Each review explains the fit, the tensions, and what the posting leaves unanswered.
For Adam, Alderquay’s build mandate is promising. Team ownership needs a closer look.
- Mandate & build Strong fit
- Build a new data and AI capability, matching the function Adam built.
- Autonomy & authority Tension
- Influence without direct authority creates a tension with owning the calls.
- Team building Unknown
- Team reporting lines and hiring ownership are still to be agreed.
Fictional applicant and role for demonstration. No customer data or live vacancy.
Read the complete fit assessment
Fictional applicant and role for demonstration. No customer data or live vacancy.
Adam Banks
Alderquay Care Systems
Director, Data & AI
Minneapolis or US remote
Sample fit: 71/100 · Strong fit · 68% evidence coverage
You built a reporting team into a data platform function and a small applied-AI group. This role asks you to build that capability again at an earlier-stage company.
Watch
You want to own decisions and lead a team. The posting asks for influence without direct authority and leaves team reporting lines and hiring ownership unsettled.
Next
Ask: Would I own the team and hiring decisions, or advise teams that report elsewhere?
Mandate & build · strong_fit · direct
Build a new data and AI capability, matching the function Adam built.
Autonomy & authority · tension · direct
Influence without direct authority creates a tension with owning the calls.
Problem breadth · strong_fit · direct
The posting spans data platforms, applied AI, governance, and operations.
Leader & learning · unknown · unknown
The posting does not identify a reporting leader.
Team building · unknown · unknown
Team reporting lines and hiring ownership are still to be agreed.
Experimentation · strong_fit · direct
The posting explicitly asks for testing applied-AI workflows with users.
Craft & evidence · strong_fit · direct
Shared definitions and data governance match Adam’s work with operational partners.
Execution environment · unknown · unknown
The posting does not establish budget or delivery support.
The posting calls for the data platform and applied-AI capability you have already built in care operations.
Decide what is
worth pursuing.
Adam chooses to prepare an application for the build opportunity. He carries the unresolved ownership question forward, ready to ask in a first call.
You can question Scout’s assessment and tell it what it got wrong. Your choices and feedback help it assess later opportunities.
His next step
Prepare the application.
Preparing · Not yet submitted- What makes it worth pursuing
- Build a new data and AI capability, matching the function Adam built.
- What he still needs to find out
- Would I own the team and hiring decisions?
Find who can answer it
Fictional applicant and role for demonstration. No customer data or live vacancy.
Find the people
behind the role.
A careers portal does not tell you who owns the decision. Path in looks for the likely hiring manager, then the few other people most likely to help you with this role: a leader over the function, the recruiter, a peer, or someone who shares a school or employer with you.
Scout rates everyone it finds on how much contacting them could help you, then shows up to five worth a message, each with its reason. You decide who to write to and what to say.
Alderquay’s posting does not say who the role reports to. The likely hiring manager is the person who can answer Adam’s ownership question.
Likely hiring manager 5 / 5
Dana Whitfield
Chief Operating Officer · In role since Mar 2024 · Minneapolis
The posting ties the role to care operations and names no reporting leader. At a company this size, the COO is the most likely manager and can say who would own the team.
Recruiter 4 / 5
Marcus Reyes
Talent Partner, Technology · Minneapolis
Hires for Alderquay’s technology roles. Can confirm the reporting line and who Adam would meet.
Shared background 3 / 5
Lena Okafor
Lead Data Engineer · Shared employer · Larchmere Regional Health
Worked at Larchmere before joining Alderquay. A likely peer who can describe how data work is organized today.
Scout rated 14 people at Alderquay on how much each could help Adam with this role; these 3 scored 3 or higher out of 5.
Fictional applicant, role, and people for demonstration. No customer data, live vacancy, or real contacts.
Carry the reasoning
into the application.
Scout can turn the same evidence, fit assessment, and unresolved questions into resume suggestions, a cover letter, and first-call preparation.
You choose the edits and submit the application yourself. Ask us which preparation tools are available for your search.
Before you apply
Show the experience
this role calls for.
Scout suggests only edits your resume can support, with your original experience and the role requirement visible. Keep what helps; skip what does not.
See the resume review
Suggested bulletIncluded
Tested an applied-AI workflow with care operations users before expanding the pilot.
From his resume
Led an applied-AI pilot with care operations, testing the workflow with users before expanding it.
The posting asks for
Test applied-AI workflows with users before expanding them.
Fictional applicant and role for demonstration. No customer data or live vacancy.
Read all resume edits and evidence
Fictional applicant and role for demonstration. No customer data or live vacancy.
Adam Banks
Lead with building the data platform and applied-AI capability. Keep the team-ownership question open.
replaceBullet · Skipped · use it
Built a data platform function and a small applied-AI group from a reporting team.
Your resume says: “Built a reporting team into a data platform function and a small applied-AI group.”
The posting asks for “Build a new data and AI capability”
replaceBullet · Included
Established shared definitions and data governance with clinical and operational partners, assigning owners.
Your resume says: “Established data governance with clinical and operational partners, assigning owners to shared definitions.”
The posting asks for “Establish data governance and shared definitions”
replaceBullet · Included
Tested an applied-AI workflow with care operations users before expanding the pilot.
Your resume says: “Led an applied-AI pilot with care operations, testing the workflow with users before expanding it.”
The posting asks for “Test applied-AI workflows with users before expanding them.”
setSummary · Included
Data and analytics leader building data platforms and applied-AI capability from reporting foundations.
Your resume says: “Data and analytics leader who built a reporting team into a data platform function and a small applied-AI group.”
The posting asks for “Build a new data and AI capability”
addSkill · Included
data governance
Your resume says: “Established data governance with clinical and operational partners, assigning owners to shared definitions.”
The posting asks for “data governance”
See how the same context carries into the first call, letter, and application tracker
After you apply
Carry the open questions
into the first call.
Scout turns the same evidence and unresolved questions into talking points you can review and make your own.
See the call-prep workspace
Your openingSuggested wording
I built a reporting team into a data platform function and a small applied-AI group. I would welcome a conversation about how that experience connects to the capability you want to build.
A question to carry forward
Would I own the team and hiring decisions?
The posting leaves team reporting lines and hiring ownership unresolved.
Fictional applicant and role for demonstration. No customer data or live vacancy.
Read the complete screening prep
Fictional applicant and role for demonstration. No customer data or live vacancy.
Adam Banks
A first conversation may explore the build mandate, your relevant experience, and team ownership. The posting does not describe the interview process.
Build a new data and AI capability
influence teams without direct authority
I built a reporting team into a data platform function and a small applied-AI group. I would welcome a conversation about how that experience connects to the capability you want to build.
Your resume says: “Built a reporting team into a data platform function and a small applied-AI group.”
Building the function
I built a reporting team into a data platform function and a small applied-AI group.
The posting calls for a new capability; your experience offers a concrete place to start.
Your resume says: “Built a reporting team into a data platform function and a small applied-AI group.”
The posting: “Build a new data and AI capability”
Making governance practical
I worked with clinical and operational partners to assign owners to shared definitions.
Shared definitions are an explicit part of the mandate.
Your resume says: “Established data governance with clinical and operational partners, assigning owners to shared definitions.”
The posting: “Establish data governance and shared definitions”
Testing before expanding
I led an applied-AI pilot with care operations and tested the workflow with users before expanding it.
The posting emphasizes testing workflows with users.
Your resume says: “Led an applied-AI pilot with care operations, testing the workflow with users before expanding it.”
The posting: “Test applied-AI workflows with users before expanding them.”
Team ownership
The conversation may distinguish influencing partners from managing a team.
Ask which decisions and people would sit with this role, and which would remain elsewhere.
The posting: “Team reporting lines and hiring ownership will be agreed as the function develops.”
Questions to ask
Would I own the team and hiring decisions?
Resolve the tension between leading a team and influencing without authority.
Listen for: Named direct reports, hiring authority, and who sets priorities.
What capability would you want this person to build first?
Understand the starting mandate.
Listen for: A specific operational problem and a decision the role owns.
What resources are already committed to the data function?
Test whether the build has organizational support.
Listen for: Available people, budget, and an executive sponsor.
What are the next steps, and who would I meet?
Learn the actual process without assuming its shape.
Listen for: The next conversation, participants, and timing.
Location
The posting allows Minneapolis or US remote. Confirm any travel expectations.
Work from Minneapolis or remotely within the United States.
Thank them for the conversation. Summarize what you learned about ownership and ask about next steps.
The letter
Read Adam’s cover letter
Read the cover letter as text
Fictional applicant and role for demonstration. No customer data or live vacancy.
Adam Banks
Dear Alderquay Care Systems hiring team,
I am interested in building the data and AI capability at Alderquay Care Systems. The connection between reliable platforms and practical operational tools makes this role worth a conversation.
At Larchmere Regional Health, I built a reporting team into a data platform function and a small applied-AI group. I would bring that experience of building a function to this role.
I also established data governance with clinical and operational partners, assigning owners to shared definitions. I would welcome a conversation about applying that approach to your data foundations.
Sincerely,
Adam Banks
Check the sources
The posting: “Build a new data and AI capability that connects reliable data platforms to practical operational tools.”
Your resume says: “Built a reporting team into a data platform function and a small applied-AI group.”
Your resume says: “Established data governance with clinical and operational partners, assigning owners to shared definitions.”
The application
See the Preparing row
Read the applications as text
Fictional applicant and role for demonstration. No customer data or live vacancy.
Adam Banks
Where you stand.
0 applications · 1 preparing · 0 waiting
Preparing
Resume & cover letter prepared Sep 16, 2026
Alderquay Care Systems
Director, Data & AI
Minneapolis or US remote · Explore 71
Continue applying
Resume & letter prepared
Not yet submitted
Not applying
Put Scout to work on your search.
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Give your next move
a search of its own.
Your first 7 days are free: five weekday searches and a Monday Brief. Stripe takes your card at checkout and charges it only if you keep Scout past the trial. Cancel any time from Billing in Scout.
- A search of employer career sites and the wider web every weekday, judging up to 8 roles a search
- A private shortlist: why each role fits, the case against, and what is still unknown
- New-role emails, daily or weekly, and The Monday Brief
- Path in: the hiring manager and others worth contacting, 5 a week
- Tailored resume edits and a cover letter, 5 a week
- Screening call prep, 2 a week
- Add a role by URL, up to 10 a week, and Applications to track each one
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The link in your email opens a short setup: your resume, where you want to work, and optional preferences.
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