TalentPool
Recruiting CRM for consenting past applicants and referrals: tag, filter, and reopen silver-medalists when a new role opens — not outbound sourcing.
Most hiring teams lose their silver-medal candidates to a spreadsheet nobody reopens. TalentPool keeps people who already applied (and opted in where required) searchable by role, skill, or custom tag inside the ATS. For finding people who never applied, use Sourcing — a separate Enterprise workflow.
How it works
- Open your talent pool Browse consenting past applicants and tagged referrals in one ATS view.
- Filter by role or skill Search and filter to match the requirements of your open req.
- Move into a live job Pull strong matches into an open pipeline with prior scores and notes intact.
Why use it?
- Search past applicants by skill Closed-role runners-up stay searchable by role, skill, or tag instead of buried in email threads.
- Filter by what matters Search by role, skill, or custom tag to find the right fit fast.
- Faster hires on repeat roles Start the next req with people you already vetted instead of only fresh board applicants.
- Not the same as Sourcing TalentPool is your consent-based bench. Outbound Discover People / LinkedIn search lives under Sourcing (Enterprise).
What TalentPool is
TalentPool is Canvider's recruiting CRM: a searchable bench of people who already touched your hiring process. Past applicants, referrals, and sourced profiles live in one place with tags, skills, and notes.
Most teams lose strong runners-up because nobody tags them when the hire closes. Three months later the same role reopens and recruiting starts cold. TalentPool keeps those profiles findable by role, skill, or custom tag.
It is not a separate database you sync nightly. It is part of the same candidate records you already use for active pipelines.
How TalentPool works in Canvider
When someone applies, their profile can enter the pool with consent flags where required. Tag by stack, seniority, location, or campaign.
When a new job opens, filter the pool before you pay for another round of job ads. Move interesting people into the active pipeline with history intact: prior AI Score runs, emails, and interview notes stay on the profile.
Finding people who never applied is Candidate Sourcing (Discover People), not TalentPool. The shared talent-pool sourcing channel is off in the product today.
Honest limits
TalentPool is only as clean as your tagging discipline. Without tags or consistent statuses, search quality drops like any CRM.
Consent and privacy rules still apply to re-contacting past applicants. Follow your policy and regional requirements before bulk outreach.
TalentPool does not replace active sourcing for brand-new skill sets you have never hired. It shortens rematches and repeat roles.
In short
TalentPool is your recruiting CRM inside the ATS: silver-medalists and sourced profiles stay searchable when the next req opens.
A new role should start with people you already vetted, not only fresh applicants from a board repost.
Tags and filters replace the spreadsheet tab everyone promised to update and never did.
Further reading
Frequently asked questions
- Who belongs in TalentPool?
- Strong candidates who were not hired, referrals that were not ready yet, and sourced profiles you might revisit. If you would regret losing their file in six months, tag them in.
- Can I move pool candidates into a live job?
- Yes. Pull them into the open requisition's pipeline. Prior applications and scores remain on the profile for context.
- Is TalentPool a separate LinkedIn Recruiter license?
- No. It organizes people already in Canvider. LinkedIn integration helps applicants flow in; TalentPool helps you reuse them later.
- How is this different from Excel export?
- Exports go stale the day after someone edits a row. TalentPool stays tied to live profiles, emails, and AI analysis in the ATS.
- Does TalentPool auto-email everyone when a job opens?
- No. You choose who to contact. Workflow emails are separate rules you configure; TalentPool is search and organization.