Candidate sourcing

Opening a hard role means starting from a blank search, and the first week frequently disappears into it. A recruiter builds boolean strings, scrolls LinkedIn, cross-references who has the right background, and copies promising names into a spreadsheet, all before a single conversation happens. The market context that would make the search smart, which companies are shedding this skill, what the going titles and comp bands look like, where the talent clusters, has to be pieced together from scattered reading. None of that intelligence lands anywhere reusable, so the next requisition starts from zero again. It is exactly the kind of research-heavy groundwork that is slow by hand and easy to shortcut under pressure, which is how good candidates get missed.

You describe the role and the ideal background in plain language, and Ceven runs wide research across the open web to assemble a cited brief on the talent landscape: where the skill concentrates, which companies are natural sources, the realistic titles and seniority signals, and the themes that will resonate in outreach. Because the research returns its sources, the recruiter can see where each point came from and trust the brief instead of taking it on faith. Ceven then builds a candidate shortlist against the criteria you set, drawing on LinkedIn and organizing prospects with the notes and reasoning that make each one worth a look. It reads your applicant tracking system, whether that is Greenhouse, Lever, or Ashby, so people already in your pipeline are not surfaced as if they were new, and it drafts personalized outreach in Gmail for the recruiter to review. Everything is collected in a Notion workspace so the brief, the shortlist, and the reasoning live in one place the team can reuse. The recruiter starts from a researched, sourced position rather than an empty search bar.

No message goes to a candidate without a person approving it. Ceven drafts each outreach and presents it alongside the candidate and the reason they made the shortlist, and the recruiter edits the note, drops anyone who is not a fit, or sends it as written. The shortlist itself is a proposal built against the recruiter's criteria, never a decision about who is worth contacting, so human judgment leads and the research supports it. When the recruiter approves, Ceven proceeds and writes a row to the audit trail capturing who was sourced, on what basis, what was sent, and who approved it. That record is exportable, which helps keep sourcing consistent and reviewable across a hiring team. The gate keeps outreach personal and accountable while the workflow removes the blank-page research.

You can start free with no credit card and connect the tools your recruiting already runs on, from LinkedIn for sourcing to Greenhouse, Lever, or Ashby for your pipeline. Describe the role and who you are looking for, and Ceven builds the workflow across its library of more than a thousand tools, opening with a cited research brief so your search is informed from the first hour. The same foundation flows into resume screening and shortlists and interview scheduling coordination, so a sourced candidate moves smoothly into the rest of the process. Every search stays visible in the audit trail, giving the team a reusable record of how each role was worked.