Sourcing and Candidate Management

Recruiters can match candidates to a published job or search for candidates without first choosing a job. The candidate-search flow starts with simple filters and can open additional advanced filters.

Advanced Search discovers candidates using multiple filters. Search Candidates looks up known candidate records by email address or phone number.

The job-matching flow asks the user to select a published job before searching for candidates.

RedyHire can offer its shared candidate pool and your organisation's own pool. A pool appears only when the related feature is enabled for your organisation.

Filters include must-have and good-to-have skills, roles, domains, certifications, experience range, companies, company type, location, and languages.

The advanced form can filter by education, degree, major, and configured top-college tiers. Results expose available education details for review.

The search form includes attributes such as gender. Your organisation should use any sensitive filter only when it is lawful, relevant to the role, and allowed by its hiring policy.

When the data is available, the result can show the candidate's pool, contact details, experience, location, skills, education, companies, domains, and certifications.

Yes. In job matching, recruiters can select one or more candidates, choose the job stage, and start the invitation process.

Choose the destination stage and start the invitation action. RedyHire processes the selected candidates in batches and shows whether each one was added successfully.

No. Searching and reviewing results are separate from the downstream selection and invitation action.

Review contact details, source pool, job fit, and existing candidate records before inviting. The separate known-candidate lookup can help check prior job associations.

The Smart Sourcing page, at least one candidate pool, and the required candidate and invitation permissions must be available. Job matching also needs a published job.

Agree role-relevant criteria, review sensitive filters, verify data quality, sample the results, and define who can select and contact candidates.

An independent search is saved without a job. A job search is linked to one job and can add suitable prospects to that job's hiring process.

A search has a name, optional description, visibility, and criteria such as keywords, companies, locations, domains, and experience range.

Private is the default. Organisation visibility shares the search with permitted collaborators and shows creator or updater context in the list.

Configuration can set maximum prospects per run and maximum pages per run. These limits help control the scope of each search execution.

Recruiters can switch between independent and job searches, filter the searches currently loaded on the page, refresh the list, and move to the next or previous set of results.

A search can show a status such as Draft, Active, or Archived. The list also shows the latest run status and when the search was last updated.

The Prospects tab holds the people found, Runs shows search-run history, and Configuration holds the saved criteria and limits.

Yes, when LinkedIn is connected. The URL must be a valid public LinkedIn profile path containing `/in/`.

RedyHire retrieves or refreshes the profile details it can find. The recruiter should check missing or failed profile information before using the prospect record.

A prospect can be marked Pending, Liked, Rejected, or Added to Job. These statuses help the team separate new prospects from people already reviewed or moved into hiring.

Yes. Notes can be added to the prospect workspace for relevant sourcing context. Access should follow the organisation’s privacy rules.

Action items with due dates can be created and tracked for a prospect, giving recruiters a dated follow-up record.

When LinkedIn is connected, a recruiter can send a connection request and check the prospect's current connection status.

When the required LinkedIn connection exists, RedyHire can synchronise the chat history it can access and show the message timeline for the selected prospect.

The message box appears only when the recruiter has a connected LinkedIn account and the selected prospect meets the required connection conditions.

From a search linked to a job, the available action adds the prospect to that job's first stage and changes the prospect status to Added to Job.

No. Sourcing must be enabled, the user needs the required access, and LinkedIn actions need a connected account and a valid prospect profile.

Decide who owns each search, who can view shared searches, which criteria are acceptable, how duplicate checks will be done, who will follow up, and how notes and messages should be retained.

It finds candidates who are already linked to jobs in your organisation. It is not a tool for discovering new candidates from sourcing pools.

Enter an email address or phone number. The page does not load a broad candidate list before a search is submitted.

Cards can show candidate name, email, phone, creation date, candidate stage and status, job name, and job status.

Results are shown separately for each job. If one candidate is linked to two jobs, that person can appear twice. This does not necessarily mean there are duplicate candidate records.

Yes. View Candidate opens that candidate’s report for the related job in a new tab.

No. It shows the available candidate, job, stage, and status details and links to the related candidate report. It is not a full activity-history page.

Check whether the person is already linked to a job, their current stage or status, and the related report before starting another invitation.

The user must have access to the Search Candidates page and the related job or candidate report. Finding a result does not give extra permission to open it.

Check the email address or phone number and search again. If there is still no match, the recruiter can decide whether to start a new sourcing or invitation action.

The job must have an evaluation plan with at least one stage. The recruiter selects the stage that the candidates should enter before processing them.

Yes. Rows can be added, removed, or reset, with one candidate’s details maintained in each row.

A name, valid email address, and phone number are required. Email and phone values must also be unique within the current invitation batch.

Yes. The importer recognises the accepted versions of the name, email, and phone column headings and adds the candidates to the same editable row list.

No. It imports only name, email, and phone details. If the selected stage allows a resume, the recruiter must upload it separately in that candidate's row.

The admin or recruiter uploads it for the candidate row. This invitation page does not ask the candidate to upload that resume.

The resume control is shown for stages other than Intake and Offer. When it is shown, the uploaded resume is included in the invitation request. Changing the selected stage clears the current candidate list after confirmation.

For Intake, Assessment, and AI Interview stages, the recruiter can choose the default email or an organisation template. The page does not provide a free-text email editor.

Each stage sends the information needed for that step. For example, Assessment and AI Interview need the related link and duration. Email-template selection is offered only for Intake, Assessment, and AI Interview.

RedyHire processes candidates in groups of ten. The progress screen shows each row as in progress, sent, or failed.

The progress screen marks the affected candidate as failed. The recruiter can then check that row's details and decide whether to correct and try it again.

The page shows a specific limit message instead of marking the invitation as successful. The recruiter should wait or follow the guidance in the message before trying again.

The success message says that the candidates were added to the Offer stage. It does not say that a normal invitation email was sent.

Check the job and stage, candidate contact details, duplicate entries, resume relevance where allowed, email template and placeholders, and the total number of rows. Your team should also confirm that it has a valid reason to contact each candidate.