What talent sourcing covers
search_talent_pool searches resume text across everyone who has applied to one of your jobs. search_interview_content searches the transcript and substantive answers from their actual AI interview instead, for questions like who talked about leading a team through a layoff.
Both return a name, a match strength, a short snippet, and an application id, with no contact information either way. search_candidate_network extends the search past your own applicants into the wider, opt-in network of candidates who chose to be discoverable, returning a public profile with a score band rather than an exact score.
create_curated_list and add_to_curated_list save whichever matches you want to keep, up to 20 candidates at a time, building a shortlist you can come back to or share with a hiring team.
A walkthrough: widening a thin applicant pool
An employer says: "find backend engineers in our pool with real Kubernetes experience, and check if any of them actually talked about a migration in their interview." The agent runs search_talent_pool first for resume matches, finds nine candidates, then cross-checks with search_interview_content for who specifically discussed a migration, narrowing to three.
The employer asks to widen the search since three is thin for the role, so the agent runs search_candidate_network next, returning four more candidates from outside the applicant pool with a strong-to-excellent score band. The employer picks five of the seven total and says start a shortlist.
The agent shows an approval card, "Create curated list 'Backend K8s shortlist'?", then a second one adding the five names to it once approved.
Boundaries
What sourcing does not do
None of the five sourcing tools ever reaches out to a candidate; finding and curating are the whole scope here, and contacting someone is a different tool surface with its own approval, so a search never quietly turns into an email without a separate decision to send one. No search tool returns a candidate's email or phone number, whether the match comes from your own pool or the wider network.
Network search results never include an exact score, only a band, and never include a candidate's private detail beyond the public profile they opted into showing, which is the tradeoff for being discoverable outside your own applicant pool in the first place.
A network match that has not applied to one of your jobs cannot be added to a curated list until they have an application on file; the agent tells you which ones failed rather than adding them silently, so a shortlist never quietly contains a candidate you can't actually act on yet.
Frequently asked questions
Does searching the talent pool contact any candidates?
No. search_talent_pool, search_interview_content, and search_candidate_network are read-only lookups. Reaching out to a candidate uses a completely separate tool with its own approval step, and the agent never chains straight from a search into an outreach.
What is the difference between searching the talent pool and searching interview content?
search_talent_pool matches resume text. search_interview_content matches what a candidate actually said during their AI interview, transcript and substantive answers, which can surface someone a resume keyword search would miss entirely.
Can I search for candidates who haven't applied to my jobs yet?
Yes, through search_candidate_network, which covers candidates who opted into cross-employer visibility. Matches there show a public profile with a score band, not an exact score, and no contact information.
Can I save search results to come back to later?
Yes. create_curated_list starts a new shortlist and add_to_curated_list adds up to 20 candidates from a search to it, so a search doesn't have to end in an immediate decision.
What happens if I try to shortlist a candidate found through the network search?
They can be added once they have an actual application on file with you. If they don't yet, the agent tells you which candidates failed to add rather than silently dropping them from the list.
Related pages
Search past your current applicants
Ask the agent to search by resume skill, by interview content, or the wider network, then curate the matches worth a closer look.