PRODUCT · TALENT RELATIONSHIPS
Build the pool before the requisition exists.
The pipeline that lives outside your ATS: nurture campaigns, past finalists resurfaced, and redeployment tracked — so the first shortlist on a new role is made of people who already know you.
MOCKUP 01 · TALENT POOL
Product interface — representative data
app.insyght.ai/crm/pools/platform-engineering
Talent CRM
Overview
Pools
Campaigns
Redeployment
Sources
Reports
Consent tracked per contact
Platform Engineering · EU
Pool of 412 · 88 engaged in last 90 days · 3 active campaigns
NURTURING
POOL SIZE
412
ENGAGED 90D
88
REDEPLOY READY
17
CAMPAIGN OPEN RATE
41%
CONTACT
LAST TOUCH
ENGAGEMENT
SEGMENT
P. Novak
Campaign reply
84
WARM
S. Bergström
Silver medalist
79
REDISCOVER
T. Adeyemi
Rolling off Mar 30
91
REDEPLOY
H. Kowalski
Event follow-up
68
COOL
R. Mehta
Referral intro
86
WARM
17 people already match the Staff SRE role you have not opened yet
Nine have been in touch in the last 90 days, and four come off client projects within six weeks. Write them a sequence instead of starting a sourcing campaign from scratch.
CAPABILITIES
Relationships tracked as carefully as requisitions.
01
Talent pools
Segmented by skill, region, clearance and availability, and refreshed as people move.
02
Nurture campaigns
Sequenced outreach, with consent tracked, sending throttled, and replies going to a named recruiter.
03
Silver-medalist rediscovery
The people who nearly got it last time, surfaced when a similar role opens.
04
Redeployment tracking
Bench and roll-off dates for people already deployed, so you redeploy instead of rehiring.
05
Source attribution
Which channels produce people who actually get placed, measured all the way through.
06
Consent and privacy
Consent state per person, retention windows, and deletions honoured in every region.
07
Market mapping
Where the skills are, and who else is hiring them, by region.
08
ATS handoff
Pool matches arrive in the requisition with their history intact.
09
Event and referral capture
Campus, meetups and employee referrals all landing in the same pool structure.
HOW IT RUNS
You already paid for this pipeline once.
Most hiring spend goes on finding people you have already met. This keeps those relationships alive so the next requisition does not start from zero.
Book a walkthrough →01
Capture
Applicants, referrals, event contacts and past finalists all land in one structure, with consent recorded.
02
Segment
Pools are cut by skill, region, availability and clearance, and refresh as people change.
03
Nurture
Campaigns keep people warm, and replies go to a named recruiter rather than a shared inbox nobody owns.
04
Convert
When a requisition opens, matching people show up in the ATS with their history already attached.
Licensed standalone
Runs on its own, with documented APIs into whatever you already have.
SSO and role-based access
Enterprise identity, permissions fine enough to be useful, access reviewed per tenant.
Configurable residency
North America, Europe, India or APAC — chosen at deployment, not assumed.
WCAG 2.2 AA
Accessibility and local standards designed into every interface, not retrofitted.
Turn your applicant history into a working pool.
We will take one skill family out of your existing data and show you what a warm-start shortlist looks like.