Candidate Sourcing Software

Choose candidate sourcing software by what it helps you learn about a person for a particular role. A search result is the beginning of a review. It does not establish availability, interest or a complete match with the job.

Before comparing products, define your first sourcing question. You may need to find people whose current titles suggest relevant experience, or you may already have resumes and need a better way to evaluate them. Those are different needs and should not produce the same buying decision.

Decide whether sourcing is the missing step

List where your candidates currently come from: applicants, supplied resumes, referrals, a private network or professional-profile searches. Then identify the gap.

If you already receive suitable resumes but struggle to compare them, adding more search results may not solve the problem. If the role is well defined and your current pool lacks relevant backgrounds, sourcing may be the next useful step.

Write one sentence: “For this role, we need to identify people with experience in ___, then confirm ___.” For a maintenance planning job, the first blank might be industrial maintenance scheduling. The second might be responsibility for shutdown planning. A title can help find a person; a conversation or fuller resume may be needed to establish what they owned.

Use the hiring brief template to define essential work before building searches.

Compare the information behind a result

Ask each supplier what its search returns and what a collected profile contains. Search filters, preview fields, freshness, storage and contact information are separate questions. Do not assume a successful search means every detail you want will be available.

For your demonstration, choose a role and inspect one result. Record:

• The search terms and any supported filters you used.
• Which fields are actually present.
• Which statements help assess the role.
• Which facts still require confirmation.
• How long you can access the preview.
• What action uses the plan's allowance.

A location can help you form a question about work arrangements. It does not establish willingness to commute or relocate. A current title can suggest relevance. It does not establish licences, project scope or depth of experience.

The candidate sourcing guide explains how to move from a search result to a careful review.

Write a small sourcing plan before committing

Use a bounded task so you can tell whether the product helps. Define the role, the candidate characteristics you will search for and the next decision. Avoid changing all three whenever results look thin.

This is a fictional sourcing worksheet:

If the search is too broad, revisit the role terms. If relevant people appear but the fields are too limited for your decision, identify what you would need next. Do not count a long result list as a successful sourcing outcome on its own.

Understand preview limits and your follow-through

A preview is temporary access to available information. Ask how expiry works, what is stored and what your users may do with the data. Make sure your planned workflow fits those limits.

Jalvexa sourced profiles are private one-hour previews of available name, title and location. Plan to review the preview while it is available. Do not treat it as a permanent resume archive or claim that it contains a full employment record.

Keep contact decisions separate. A prepared draft is not a delivered message, and a displayed profile is not consent to contact. Review the context and use your chosen channel appropriately. Jalvexa prepares and approves contact drafts; it does not automatically deliver them.

If you need a different retention period, contact dataset, export or automated outreach, confirm that requirement rather than assuming Jalvexa provides it.

Choose an allowance around actual sourcing use

Jalvexa's current monthly Recruiter plans are:

All three include the same current core hiring features. Uploaded resumes and Talent Network profiles use no sourcing units. There is no sourcing add-on purchase, and shared team seats are not included merely because a plan is called Team.

Before selecting a tier, estimate which reviews need sourced profiles and which begin with information you already have. Do not convert an allowance into a promised number of hires or responses. The pricing page is the place to check the current plan details.

Connect sourcing to evaluation, not a volume target

In Jalvexa, create the job and review its Hiring Brief, find a candidate, review the available profile and evaluate fit against the job. The fit explanation should reflect the limited input and make unanswered questions clear. You can then shortlist, prepare contact and track hiring progress.

Check the next step with the candidate evaluation guide. Keep the source information, your interpretation and the question you need to resolve distinct.

A useful purchase gives you a repeatable way to identify and review people for the actual role. Compare that workflow, its limits and its cost before increasing the search volume.

Explore the Recruiter workspace, create your Recruiter account or compare plans.