Candidate Sourcing
Reach strong candidates before they apply.
The right person for a role often hasn’t applied. Finding them usually means a separate sourcing tool, a spreadsheet of names and an outreach sequence run by hand.
How it works
From job description to conversations.
- 1
Search criteria from the job description
FindNeo suggests sourcing rules from the JD — job titles, required and nice-to-have skills, locations, experience range, companies to prefer or exclude. You edit anything first; nothing is sent to the provider until you confirm.
- 2
Search and rank
Candidates come back from the sourcing provider and are ranked against the same job, so you start from the strongest matches.
- 3
Outreach and follow-ups
Select who to contact. FindNeo sends the outreach and the follow-ups, and leaves out anyone on your do-not-contact list.
- 4
Questions become applications
Candidates reply with questions by email or through the career-site assistant. You answer, and interested candidates apply straight into the job’s pipeline.
Suggested from the job description. Edit anything before searching — nothing is sent to the provider until you confirm.
1/4Search rules are suggested from the job description.
Play, or jump to a step
Illustrative walkthrough with sample data, built from the live product’s screens. Screen recording to follow.
Why teams use it
- One funnel from sourced to applied: ranked, outreach sent, follow-ups, career-site visits, questions and applications.
- Sourced candidates and applicants are ranked by the same rules.
- Re-rank existing results without spending provider credit.
You approve every search
Search criteria are reviewed before any search runs. Searching again spends provider credit, so FindNeo asks first. Unsubscribes and your do-not-contact list are respected, and suspicious inbound messages are quarantined.
See Candidate Sourcing on one of your own roles.
A 30-minute walkthrough with the team: your roles, your stages, and the parts of FindNeo that fit them.