Every placeable person, one search away
Your own database, the job boards and LinkedIn in a single pool. Scored, enriched, and searchable in a sentence rather than a Boolean string.
Most staffing firms are sitting on the cheapest source of candidates they will ever have and paying a job portal instead. In an audit of one firm's 3 million candidate records, about 10% were duplicates and about 10% held no usable company information. The remaining 80% were unique, real profiles that were out of date rather than worthless.
The reason nobody searches them is not indifference. It is that keyword search over a stale database returns noise, so the portal is genuinely faster. Fix the ranking and the enrichment and the arithmetic reverses.
What the pool contains
One search surface over three sources, deduplicated at the point of entry rather than cleaned up later.
- Your existing database, revived. Enriched, deduped and kept current, so dormant records become reachable again rather than being archived.
- Inbound. Job portals and a branded careers page feed straight in, with duplicates resolved against what you already hold.
- Outbound. Hunt profiles on LinkedIn through the extension and launch reachout campaigns from the same record.
Search in a sentence
Describe the person you need the way you would describe them to a colleague. No Boolean, no filter builder, no training day. Vague queries still return vague results, which is a property of the question rather than the engine.
Ranked, with the evidence
Every candidate carries a score and the signals behind it, so triage means reading a ranked list rather than a raw one. On a volume role a pool search surfacing around 1,200 relevant profiles narrows to roughly 10 submission-ready ones in hours rather than days.
Questions
How much of an old staffing database is still usable?
In our audit of 3 million candidate records at one firm, about 10% were duplicates and about 10% held no usable company information. The remaining 80% were unique, real profiles that were out of date rather than worthless.
Does database-first sourcing replace job portals like Naukri?
No. It reduces how often you need them. Genuinely new skill requirements, new geographies and roles you have never worked still justify a fresh portal pull. The change is that these become the exception rather than the default.
How do you deduplicate a candidate database?
By matching on an identifier at the point of entry rather than cleaning up later. We use email address as the unique key. That catches the common case cleanly, and it will not catch someone who applies from a work address and later from a personal one.
What candidate data does a LinkedIn sourcing extension collect?
Publicly visible profile information: work experience, education, skills and the About section. It does not collect private fields, connection graphs, message content, or anything behind a paid tier you do not hold.
How long can a staffing firm keep candidate data?
Retention has to be defensible rather than indefinite. India's DPDP Act and the GDPR both require a lawful basis for holding personal data and a stated retention position.