The challenge
A job description rarely captures every condition a hiring manager has in mind. The products someone has worked on, the problems they have solved, and which experiences can substitute for others often become clear only after reviewing candidates. HR needs to keep searching while turning each round of feedback into more useful criteria.
Reported time savings for HR talent sourcing at Freedom Systems and Advantech.
Our approach
Talent Radar connects that collaboration to the sourcing workflow. Managers and HR clarify candidate criteria, then use a browser extension to help collect candidate information. AI organizes how each person's experience relates to the role. Reviews retain the reasons a candidate fits or does not fit, making those judgments available for the next search.
What we delivered
- A browser extension that assists candidate-information collection and is adapted to recruitment sites and team workflows.
- Candidate experience summaries connected to the role criteria agreed by hiring managers and HR.
- Retained fit and non-fit reasons that inform criteria revisions and subsequent searches, with training for recruiting teams.
The details we handled
At Freedom Systems and Advantech, the implementation adapts to talent websites and the recruiting teams' working habits, with training to support practical use. Recruiters can see why criteria changed and continue from the previous round's findings. The hiring manager's experience becomes a reference the team can use throughout candidate sourcing.
- Capture hiring preferences that emerge through candidate reviews and preserve why the criteria changed beyond the original job description.
- Adapt candidate collection to recruitment sites and working habits while carrying the previous round's judgments into the next search.
What changes
Talent Radar saves HR 93% of talent-sourcing time at Freedom Systems and Advantech. With candidate information and feedback organized, recruiters have more room to engage with promising people and discuss their fit with hiring managers. Each search also preserves the judgments that can make subsequent sourcing more focused.
How to verify delivery
Acceptance checks for a comparable implementation. Agree on representative inputs and acceptance criteria with your team before verification.
- Select representative candidate profiles and compare the collected experience and role-related summary with the original profiles.
- Review a fit or non-fit reason with the hiring manager; trace it to the candidate evidence and the agreed role criteria.
- Record feedback, revise the criteria, and repeat a candidate comparison; check that the revised criteria apply and the reason for the change remains visible.
Every thoughtful implementation starts with understanding the work.
