Vitae is the ATS and CRM that adapts to your business. Talent Pools turns the database you have already paid for into your best source: organised into pools, nurtured over months, and ready the day a matching brief lands.
Want the shortest version of this? See stale candidate surfacing →
Every agency sits on thousands of candidates it never contacts again. Talent Pools is the module that turns that dead weight into a pipeline you own.
Build pools by skill, seniority, location, clearance, notice period, or anything else you track. A candidate can sit in as many pools as they belong to, and pools stay current as profiles change.
Sequences that run over weeks and months across email and LinkedIn, paced like a human would pace them. Every send stops the moment someone replies, so nobody gets a follow-up after they have already answered you.
The runner-up on a role you filled six months ago is the strongest candidate you own. Pool them at the point of rejection, keep them warm, and they are already interested when the next brief lands.
When someone in a pool replies, engages, or updates their profile, it lands in your action items with the history attached. The follow-up sits on a list instead of in an inbox you meant to get back to.
A role comes in that fits a pool you have been nurturing. Move people straight onto the job pipeline, with every past conversation, note, and screening score already on the record.
Consent is tracked on the record, right-to-be-forgotten flows are built in, and unsubscribes are honoured across every sequence. Long-term nurture only works if the compliance holds up.
Nurture only pays off if it runs for months without anyone remembering to run it. Here is the loop.
Most agencies hold tens of thousands of candidates and speak to a few hundred a month. Everyone else went quiet, not away.
Group the database into pools that match how you win work: the skills your clients keep asking for, the markets you cover, the people who nearly landed a role.
A nurture sequence goes out over months, not days. Useful contact, paced properly, across email and LinkedIn, and it stops the second someone writes back.
Interest lands in your action items with the whole history attached, so the recruiter picking it up knows exactly what was said and when.
Open the pool, move the right people onto the pipeline, and start the role with a warm shortlist instead of a blank search.
Every role you run feeds people back into pools: new candidates, updated profiles, fresh runners-up. The asset compounds instead of going stale.
Running sequences to win clients rather than candidates? That is Outreach →
What recruiters ask before they start working the database they already have.
Why the cheapest candidate you will ever place is one you have already met.
See pools and nurture sequences running against your own candidate database.