Candidates from multiple sources are collected, enriched and ranked against each role's real requirements. Recruiters open a scored shortlist instead of forty browser tabs — and outreach is personalized automatically.
Typical results
−75%
sourcing time per role
Day one
every search opens with a working shortlist
0
duplicate outreach embarrassments
Figures reflect typical results for this kind of automation.
The challenge
Sourcing was recruiters manually scanning job boards and LinkedIn, keeping candidates in personal spreadsheets. Coverage depended on whoever had a free afternoon, strong profiles were missed entirely, and two recruiters would sometimes contact the same person twice.
Before and after
Qualified candidates per role
3×Sourcing hours per role
−75%Duplicate outreach incidents per month
−100%The automation
We built a pipeline that aggregates candidates from the agency's sources, enriches each profile with skills and history, and ranks them against the role's must-have criteria. The ranked shortlist lands in the ATS deduplicated against every past interaction, and approved candidates receive personalized first-touch messages referencing their actual experience.
How it works
- 01
Sources aggregated
Candidates flow in from job boards and every source the agency uses.
- 02
Profiles enriched
Each profile gains skills, history and context automatically.
- 03
Ranked against the role
Candidates are scored on the role's must-have criteria — the best rise to the top.
- 04
Deduplicated into the ATS
The shortlist lands clean, checked against every past interaction.
- 05
Personalized first touch
Approved candidates receive outreach that references their actual experience.
Starts from
- Job boards
- Profile enrichment
Delivers
- Ranked shortlist
- Personalized outreach
- ATS records
The impact
Qualified candidates per role tripled while sourcing time fell by three quarters. Duplicate outreach embarrassments ended, and the agency now opens searches with a working shortlist on day one.
Questions about this automation
Which sources can feed the sourcing pipeline?
Typical sources include job-board applicant feeds, careers page forms, referral forms and profiles that recruiters save from LinkedIn or other networks. Each source is connected through an API, an email feed or an export, and every candidate lands in one pipeline with a record of where they came from.
How does deduplication work?
Before a candidate enters the ATS, the automation matches on email, phone, name and recent employer against every existing record. A match updates the existing profile instead of creating a new one and shows recent outreach history, so two recruiters do not contact the same person about the same role.
Do recruiters approve outreach before it goes out?
Yes. The ranked shortlist comes to a recruiter first, and only approved candidates receive the first message. The AI drafts each message from the candidate's actual experience and the role brief, and the recruiter can edit it before sending. A multi-step build like this is usually rolled out in stages, starting with one source and deduplication.