Search external platforms for people matching a specific job.
Why it exists Finds passive candidates who never applied to you.
Posting a job only reaches people who are actively looking, which for senior and specialist roles is a small and heavily contested minority. The candidates you actually want are usually employed, not searching, and will never see your advert. Sourcing inverts the direction of travel: instead of waiting, Canvider searches external platforms for people whose public profiles match the role and brings back previews for you to review. Because searches can take minutes, the work runs on a background queue rather than blocking your browser — you start it, carry on working, and collect the results in Discover People.
How to use it
Open the job's details page and scroll to the "Candidate sourcing" panel.
Confirm the job in "Job to search for" (or pick another).
Under "Source from", tick the sources you want: LinkedIn, ArtStation, Cara, Shared talent pool.
Disabled sources show why (e.g. "Connect LinkedIn in Settings").
Click "Search".
Wait for the run to finish — ArtStation searches can take a few minutes.
Open "Discover People" to review the results.
Good to know
Each run costs 1 employer credit and returns at most 10 new candidates, so refine the job's skills before searching rather than firing repeat runs.
LinkedIn sourcing runs through your own connected account and requires tier 2 or higher; disabled sources always state the reason.
Results are temporary previews with a 48-hour lifetime — they are not added to your candidate database.
Search quality is driven by the job's title and skills. A vague job produces vague matches.
The run continues in the background, so you can navigate away and come back.
Exact-match ArtStation search with no AI and no other sources.
Why it exists Returns precisely filtered artists when you know your criteria.
AI-assisted sourcing is the right default when you want breadth, but it is the wrong tool when your requirements are already exact — a hard-surface modeller in Poland who uses Substance Painter is a specification, not a judgement call. Focus mode drops the AI interpretation layer entirely and applies your filters literally: every selected skill must match, every selected tool must match, and any selected country qualifies. That predictability is the point. Use it when you know precisely what you are looking for and want to see all of it rather than a model's opinion of the best fit.
How to use it
In the "Candidate sourcing" panel, select "ArtStation Focus" as the source.
In the "Skills" box, search and tick skills — every selected skill must match.
In the "Software" box, search and tick tools — every selected tool must match.
In the "Countries" box, tick countries — any one can match.
Optionally type a "City" for an extra text match.
Click "Search" (at least one filter is required).
Good to know
Skills and software are AND logic — every one you tick must be present. Countries are OR logic.
Ticking many skills narrows results sharply. Start with two or three and add more only if you get too many.
At least one filter is required; the search will not run with everything empty.
Focus mode is ArtStation-only and cannot be combined with other sources in the same run.
Best for 3D, game and concept art roles. For general professional hiring, use LinkedIn sourcing instead.
Company-wide list of everyone sourcing has discovered.
Why it exists Central workspace for reviewing sourced candidate previews.
Sourcing runs happen per job, but the review work is naturally cross-job — the same excellent 3D artist may be a plausible fit for three open roles, and you want one place to make that call. This page aggregates every result your company has sourced so nothing is stranded inside a single vacancy's panel. It is important to understand what these records are: temporary previews of public profiles, not applications and not database entries. Nobody here has applied to you, nobody has consented to anything, and the entries disappear on their own.
How to use it
Click "People Discovery" on the Dashboard, or open /discovered-people/.
Read the "Privacy & how this data works" panel before using the results.
Type in "Search by name…" to find a specific person.
Click a source pill (All / LinkedIn / ArtStation / Cara) to filter by platform.
Use the "All jobs" dropdown to filter by the job a person was discovered for.
Sort with "Newest first", "Name A–Z" or "Most followers".
Click "See More" on a card to expand skills, work experience and profile links.
Good to know
These people have not applied to you. Any outreach is cold contact and should be written as such.
Every card expires 48 hours after discovery — work through them promptly or re-source later.
"Most followers" measures platform popularity, not skill. Do not read it as a quality ranking.
The page is company-wide, so a colleague's sourcing results appear here too.
Read the privacy panel at least once; it sets out your responsibilities for using this data.
Sourced profiles auto-delete 48 hours after discovery.
Why it exists Keeps sourcing previews temporary and privacy-compliant.
There is a meaningful legal and ethical difference between looking at someone's public profile and building a private database of people who never asked to be in it. Automatic 48-hour deletion enforces that line in the product rather than leaving it to policy: sourced data is a working preview with a hard expiry, so Canvider never accumulates a shadow candidate database. The practical consequence is a workflow rule — sourcing is something you act on within a couple of days, not a list you build up over months.
How to use it
Open the "Discover People" page.
Look for the "Deleting soon" badge on cards nearing expiry.
Expand a card and read the "Data retention" line for the exact time left.
Act on a candidate before expiry — appearing here does not add them to your database.
Re-run sourcing if you need the profile again after it expires.
Good to know
The 48-hour clock starts at discovery, not at your first view.
Deletion is permanent and automatic; there is no recovery or extension.
To keep someone, act on them — contact them or add them as a candidate. Simply leaving them here is not keeping them.
Re-sourcing an expired profile costs another credit, which is a good reason to review results promptly.
Plan sourcing for a day when you can actually follow up rather than just before a holiday.
Manually dismiss an unwanted person from discovery results.
Why it exists Cleans irrelevant profiles out of the sourcing workspace.
No automated search is perfect: you will get people who left the field, who are obviously not relocating, or who you already know are not interested. Left in place they cost attention every time you or a colleague opens the page, and worse, they get re-surfaced by future runs. Removing them records the decision so the same person does not keep reappearing for that job — which makes repeated sourcing on a hard role progressively more useful rather than progressively more repetitive.
How to use it
Open the "Discover People" page or the job's sourcing results.
Find the candidate card you want to remove.
Click the "Remove candidate" control on that card.
Confirm the removal.
The candidate no longer appears in future result lists for that job.
Good to know
The exclusion applies to that job, so the same person can still surface for a genuinely different role.
This is the mechanism that stops repeat sourcing runs from showing you the same rejects.
Removal affects your whole company's view of that job's results, not just yours.
Nothing is deleted from the source platform — you are only dismissing a preview.
Suggests matches from your own past-applicant talent pool.
Why it exists Re-engages candidates who already consented to future contact.
The cheapest good candidate is almost always someone you have already met. Every closed role leaves behind strong applicants who lost to a marginally better fit, and they are far warmer than any cold-sourced profile — they know your company, they wanted the job, and they consented to hear from you again. This finder searches that pool and, notably, shows suggestions without private information first, so you evaluate fit before identity. The three-candidate cap per job is a deliberate anti-spam limit: your talent pool is a relationship, and mass-mailing it destroys the asset.
How to use it
Open the job's details page and click "Find Candidates (Talent Pool)".
Read the note: at most 3 candidates will be contacted for this job.
Review and edit the "Ideal profile (editable)" text.
Click "Start search".
Review the "Suggested candidate (no private info)" card that appears.
Click "Yes, contact them" to approve, or "Show another" to skip.
Click "Stop search" or "Close" when finished.
Good to know
A maximum of 3 candidates will be contacted for any one job — spend them on genuinely strong matches.
Only candidates who gave future-opportunities consent are in the pool, so the outreach is legally clean.
Editing the "Ideal profile" text meaningfully changes the suggestions; it is worth tightening before searching.
Suggestions deliberately hide private details until you approve contact.
An empty pool usually means you have not closed or archived past vacancies yet.
Store of past applicants who consented to future opportunities.
Why it exists Builds a reusable candidate database from previous hiring rounds.
Most hiring effort is thrown away at the end of a search: fifty people were assessed, one was hired, and the other forty-nine — several of whom were genuinely good — are forgotten. The talent pool captures that value automatically, on a consent basis, whenever you close or archive a vacancy. Over a year this compounds into a private, pre-vetted candidate database that costs nothing to search and outperforms cold sourcing on both response rate and quality. The consent requirement is what makes it lawful, and it is enforced by the system rather than left to you to remember.
How to use it
Nothing to enable — candidates opt in when they apply.
When you close or archive a vacancy, consenting non-hired candidates are added automatically.
Individual candidates can also be added when their application is finalised.
Search the pool from any job via "Find Candidates (Talent Pool)".
Candidates who did not consent are never added.
Good to know
The pool only grows when you actually close or archive finished vacancies — leaving old roles Active starves it.
Consent is checked by the system; candidates who declined are excluded and cannot be added manually.
Hired candidates are not added, only the non-hired ones.
This is your highest-conversion sourcing channel and it costs no credits to search.
Ask the Canvider team for a human review of a candidate.
Why it exists Brings expert judgement to hard-to-assess candidates.
Recruiters are routinely asked to evaluate skills they do not personally have — judging a senior graphics programmer's depth, or whether a portfolio reflects real craft or a good tutorial. AI scoring helps rank but cannot substitute for domain expertise, and getting it wrong is expensive in both directions: a bad hire, or a great candidate rejected. This escalates a specific candidate to a human specialist with a defined scope and deadline, which is far more useful than a generic second opinion.
How to use it
Open the applicant's detail page.
Click "More actions" then "Request Expert Help".
Choose the review type: "Hard skills" or "Soft skills".
Tick the focus areas you want assessed (e.g. Leadership, Communication).
Optionally select languages (English, Turkish, Polish).
Pick when you need it: Today, Tomorrow, In a week, In a month.
Click "Submit request".
Good to know
Choose focus areas narrowly — a request to assess everything produces a shallower answer than one clear question.
The deadline you pick is a real input, so do not select "Today" out of habit.
Language selection matters when the review involves interviewing or assessing non-English material.
Best reserved for genuinely borderline or senior candidates where the decision cost is high.