Custom AI agent · HR
AI Candidate Sourcing Agent
Build a stronger candidate pipeline around the criteria your team approved.
Find and organize potential candidates against a defined role brief, highlight evidence for the match, and keep recruiters in control of outreach, screening, and hiring decisions.
- Less manual sourcing research
- More consistent role matching
- Traceable recruiter decisions
Starting at $300 USD/month
Starting price is $300 USD/month. We tailor the agent to your role briefs, approved sources, privacy rules, recruiter workflow, and outreach controls; the final proposal defines integrations, usage, and ongoing support.
What is an AI candidate sourcing agent?
The AI Candidate Sourcing Agent helps recruiting teams turn an approved role brief into a focused, reviewable candidate pipeline. It searches the sources you authorize, compares evidence against job-related criteria, organizes candidate context, and flags uncertainty so recruiters can decide who to contact and how.
What it can support
Translate the role brief
Turn approved responsibilities, skills, experience, location, and work-authorization requirements into a sourcing checklist.
Find relevant candidate leads
Search the permitted talent sources and organize potential matches without treating a profile as a hiring decision.
Show job-related evidence
Summarize the public or authorized information that supports a potential match and link it back to the source.
Keep recruiters in control
Route uncertain profiles, sensitive cases, and outreach decisions to a human before contact or screening.
Where it can help
Specialist role sourcing
Build a focused shortlist for technical, operational, or hard-to-find roles using an agreed sourcing strategy.
Growing hiring teams
Give recruiters a consistent first pass when open roles outpace the time available for manual research.
Talent-pool refreshes
Revisit approved candidate sources and organize new leads around current role requirements without losing context.
How it works
A step-by-step workflow your team can review before launch.
Define the role and guardrails
Confirm the job-related criteria, approved sources, geography, outreach policy, and recruiter owner.
Search authorized sources
Collect candidate leads only from the sources and access scope approved for the engagement.
Organize evidence
Compare relevant experience and skills to the role brief, identify gaps, and preserve source links for review.
Review before outreach
Let the recruiter approve the shortlist, outreach, and next steps; record feedback for future sourcing work.
Built around your business
What we configure
- Role briefs, skills, experience, and location criteria
- Approved talent sources and search strategy
- Candidate evidence format and recruiter workflow
- Outreach templates, approval steps, and ownership
- Privacy, retention, and sensitive-information handling
What we need from you
- A current role brief with job-related criteria
- Approved sourcing channels and access permissions
- Recruiter owners, review steps, and outreach policy
- Guidance for privacy, retention, and excluded information
Clear boundaries before launch
What it will not do
The agent does not make hiring decisions, rank people using protected or sensitive traits, infer personal characteristics, contact candidates without approval, or guarantee candidate quality. Recruiters remain responsible for screening, outreach, interviews, and employment decisions.
How success is measured
Success can be measured through qualified-lead rate, recruiter review time, source coverage, evidence completeness, outreach approval rate, and the proportion of leads requiring rework.
Frequently asked questions
What does the AI Candidate Sourcing Agent do?
It searches approved sources for potential candidate leads, organizes job-related evidence against a role brief, and prepares a reviewable pipeline for recruiters.
Does it make hiring decisions?
No. It does not decide who to hire, reject candidates, or replace recruiter judgment. Screening, outreach, interviews, and employment decisions remain with people.
What information does it use to match candidates?
It uses the job-related criteria and approved sources you define, such as skills, relevant experience, location, and work authorization where appropriate.
How do you handle sensitive candidate information?
We define permitted data, access, retention, and review rules before launch. The agent should not infer or use protected characteristics for sourcing decisions.
Can it contact candidates automatically?
Only if outreach is explicitly included and approved in the workflow. The default process routes a proposed shortlist and message to a recruiter first.
How much does it cost?
The starting price is $300 USD/month. A tailored proposal confirms role volume, sources, integrations, privacy rules, outreach controls, and support before implementation begins.
What do we need to provide to get started?
We need a current role brief, approved sourcing channels, recruiter owners and review steps, plus privacy, retention, and outreach guidance.
