Talent Pool for Recruiters: Discover Pre-Screened Candidates

Talent Pool for Recruiters: Discover Pre-Screened Candidates

Finding the right candidates takes time. Sifting through hundreds of applications, conducting initial screens, and verifying basic qualifications consumes hours before you even identify viable prospects.

Hyred Talent Pool for Recruiters offers a different approach: a curated database of candidates who have already invested in their professional presentation and are actively seeking opportunities.

The cost of traditional sourcing

Recruiters and hiring managers typically spend:

• 2-3 hours per role crafting and posting job descriptions
• 50-200 applications to review per posting
• 15-30 minutes per candidate on initial screening
• 70-80% of applicants screened out for basic misalignment

For a role that generates 100 applications, that is 25-50 hours of screening time to identify 20-30 candidates worth interviewing.

What makes Talent Pool different

Talent Pool is not a job board. It is a curated candidate discovery platform with three key differences:

1. Pre-qualified candidates

Every candidate in Talent Pool has:

• Completed a detailed profile with preferences and constraints
• Uploaded a current CV
• Specified target roles, salary expectations, and work arrangements
• Indicated availability and relocation willingness

This eliminates the first layer of qualification questions that consume screening time.

2. Structured data

Instead of parsing free-text resumes, Talent Pool provides structured profiles:

• Targeted roles (up to 3 specific positions)
• Expected salary range
• Current city and relocation preferences
• Work arrangement preferences (remote/hybrid/on-site)
• Employment type preferences (full-time/contract/part-time/internship/freelance)
• Status (actively looking, passively open, etc.)

Recruiters can filter and search based on these structured fields instead of guessing from resume content.

3. Quality signals

Talent Pool includes indicators of candidate quality and preparation:

• CV review completion (candidates who have received professional feedback)
• Career OS usage (candidates actively managing their job search)
• Profile completeness and recency
• Application history and responsiveness

How recruiters use Talent Pool

Step 1: Define your search criteria

Specify what you are looking for:

• Role types (e.g., "Data Analyst," "Product Manager")
• Experience level range
• Location constraints
• Salary band alignment
• Work arrangement requirements

Step 2: Review matched profiles

Talent Pool returns candidates who match your criteria, ranked by fit quality. Each profile shows:

• Targeted roles and career direction
• Experience summary and key skills
• Availability and timing
• Preference alignment with your opportunity

Step 3: Connect with candidates

When you find promising matches:

• View full profile and CV
• See detailed preferences and constraints
• Initiate contact through the platform
• Track your outreach and responses

Step 4: Manage your pipeline

Track candidates through your hiring process:

• Initial outreach
• Screening calls
• Interviews
• Offers
• Hires

Talent Pool integrates with your existing ATS or works as a standalone pipeline tool.

Candidate quality indicators

Not all candidates in Talent Pool are equal. The platform provides signals to help you prioritize:

Profile completeness

Candidates with complete profiles — detailed experience descriptions, clear role targeting, and updated preferences — are more likely to be serious and prepared.

CV review status

Candidates who have completed a Hyred CV review demonstrate investment in their professional presentation. They have received structured feedback and likely made improvements.

Activity recency

Recently updated profiles indicate active job seekers. Stale profiles may represent candidates who have already found roles or are not seriously looking.

Career OS engagement

Candidates using Career OS tools (Job Tracking, Career Journal, Mock Interviews) are approaching their search systematically. This often correlates with professionalism and preparation.

Pricing for recruiters

Talent Pool access for recruiters is available through partnership agreements. Pricing varies based on:

• Number of active roles
• Volume of candidate connections
• Additional services (featured postings, priority matching)

Contact the Hyred team to discuss partnership options and pricing tailored to your hiring volume.

Integration options

Talent Pool can integrate with your existing recruitment workflow:

API access

Pull candidate data directly into your ATS or internal systems through the Talent Pool API.

Webhook notifications

Receive real-time alerts when new candidates match your criteria.

Export capabilities

Download candidate data for import into your existing tools.

Embedded search

Embed Talent Pool search directly into your recruitment dashboard.

Best practices for recruiter success

Be specific in your criteria

Vague searches return too many results. Specific criteria — "3-5 years experience in B2B SaaS product management, remote-friendly, $80-120K" — yield higher-quality matches.

Review profiles holistically

Do not filter solely on experience years or salary. Consider career direction, growth trajectory, and preference alignment.

Move quickly on strong matches

Quality candidates in Talent Pool often receive multiple inquiries. Prompt outreach improves your response rates.

Provide clear next steps

When contacting candidates, specify what you are offering and what the next step would be. Ambiguous outreach gets ignored.

Give feedback

When candidates are not a fit, brief feedback helps them improve and builds goodwill. The Talent Pool platform supports structured feedback loops.

Who Talent Pool is for

This platform is designed for:

• Internal recruiters — Building pipelines for hard-to-fill roles
• Agency recruiters — Sourcing qualified candidates efficiently
• Hiring managers — Direct discovery for their teams
• Startups — Finding candidates open to early-stage environments
• Companies with specific constraints — Remote roles, niche skills, tight timelines

Getting started as a recruiter

If you are spending too much time screening and not enough time engaging qualified candidates, Talent Pool can change your sourcing economics.

To explore partnership options and see candidate quality for yourself:

1. Contact Hyred — Reach out to discuss your hiring needs
2. Define your ideal candidate profile — Get specific about roles and constraints
3. Review sample matches — See candidates who fit your criteria
4. Set up your account — Configure search parameters and notification preferences
5. Start connecting — Reach out to qualified candidates and build your pipeline

For job seekers interested in being discovered by recruiters, join the Talent Pool and complete your profile to improve matching quality.