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A Talent Pool is a standing shortlist of candidates curated for a recurring hiring need. Unlike a Project — which is tied to a single search mandate — a Talent Pool is evergreen, giving you a ready-made bench of qualified candidates to draw on whenever a relevant role opens up. They’re especially useful when you work with clients who hire the same type of person regularly, or when you want to keep warm relationships with a specific talent segment.

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Creating a Talent Pool

1

Go to the Talent Pools tab

Navigate to Lists → Talent Pools.
2

Start a new pool

Click Create Pool.
3

Name your pool

Enter a specific name that captures the seniority, skill set, and location of the talent — for example: “Senior React Developers — London”.
4

Add a description

Write a description that explains the pool’s purpose. This helps colleagues understand at a glance who belongs here and why.
5

Create

Click Create to save the pool and open it.

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Adding Candidates to a Pool

1

Open the pool

Click into the pool from Lists → Talent Pools.
2

Add candidates

Click Add Candidates.
3

Search and select

Search for candidates by name or filter by criteria, then select the ones you want to include.
4

Confirm

Click to confirm your selection. The candidates are added to the pool immediately.

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Sharing a Pool with Your Team

You can give teammates access to view or contribute to a Talent Pool.
1

Open pool settings

Inside the pool, go to Settings → Grant Access.
2

Select a team member and access level

Choose the team member and set their access level — View for read-only access, or Edit to let them add or remove candidates.
3

Confirm

Save the access grant. The team member can now access the pool.
Talent Pools do not support external client sharing. If you need to share a shortlist with a client, create a Project and add the relevant candidates to it — Projects support a branded, no-login client portal with a shareable magic link. See Sharing a Project with a Client for details.

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Tips for Healthy Talent Pools

Be specific with names. Include seniority level, core skill, and location in the pool name — for example, “Mid-level UX Designers — Remote UK” rather than just “Designers”. It makes pools much easier to find and use correctly.
Refresh regularly. Candidates’ availability and interest change over time. Review your pools on a regular cadence to remove people who are no longer active, have been placed, or are no longer looking. An outdated pool is more hindrance than help.
Tag candidates with status notes. Use candidate notes to record context like “Interviewed Dec 2025 — strong fit” or “Not currently looking — follow up Q2”. This makes the pool far more actionable when the next relevant role arrives.