The problem with one-and-done recruiting
You interview ten candidates for a role but only hire one. What happens to the other nine? In most agencies, they disappear into a database and are never contacted again. That is a massive waste of sourcing effort.
What Talent Pools do
Talent Pools let you group candidates by skill, seniority, industry, or any criteria that matters to your agency. When a new role opens, check your pools first. You might already have the perfect candidate warming up.
How it works
Select candidates from any pipeline or search result and add them to one or more pools. Add notes about why they are a good fit. When you are ready to reach out, the full history and context is right there.
Best practices
Keep pools focused and manageable. "Senior Backend Engineers - London" is better than "Good Developers." Review and refresh pools quarterly to remove candidates who have moved on. Use pools as the starting point for every new search before you start sourcing from scratch.