Talent Portal
An early talent ATS for matching, eligibility checks, communications, workflow management and conversion reporting.
Application Management
The best early talent candidate for your role probably does not have a CV that shows it.
They have interests, motivation and potential. Application Management is how you find them.
The challenge
Standard applicant tracking systems were built for experienced hires. They require employment history to function. They filter on keyword proximity. They reward candidates who know how to construct a CV in the right register (a skill that has nothing to do with whether they can do the job).
For early talent, the result is structural. A school leaver, a career changer, someone returning to work after a gap: none of them has a CV that speaks the language the system is listening for. The most motivated candidate in your potential pool may never appear in your process at all.
And when volume is high, the problem compounds. 140 applications per vacancy, most filtered on criteria that measure prior advantage rather than future potential. The right person is in there. The system is not designed to find them.
Our approach
The Applicant Tracking System (Talent Portal) is built on a headhunting model rather than a sifting model. Candidates build profiles around their interests, aspirations and location. Recruiters search for people who match, rather than waiting for a pile of CVs to arrive and filtering down.
The candidate who wants to work in engineering but has never had the chance to write a professional CV is visible from the moment they register. Their interests are their profile. A recruiter searching for motivated candidates in the right location finds them directly.
For candidates who want to explore their options before committing to a direction, Pathfinder (our careers quiz) helps them understand where their strengths and interests point before they enter the matching process. Better-informed candidates make better applications. Employers get a pipeline that reflects genuine interest, not speculative volume.
Outcomes
- A pipeline of candidates found on the basis of their interests and location, not keyword-matched CVs.
- Motivated candidates who would have been invisible to a standard ATS, surfaced proactively before they found a competitor’s vacancy.
- Automated multi-channel communications keeping candidates moving through the process: email, WhatsApp and SMS, in the channels early talent candidates actually respond to.
- End-to-end conversion analytics showing where candidates came from, where they converted and where they dropped out. The next campaign starts with better data than the last one.
Proof point
The Talent Portal currently serves over 1.1 million candidate registrations and has facilitated 350,000 opportunity successes. BPP, Kaplan and Exeter College use it at scale. Recruiters using the platform report that filling vacancies takes days rather than weeks, because the candidates who match are already in the system, and the platform finds them rather than waiting for them to appear. The platform holds ISO 27001, ISO 9001 and Cyber Essentials Plus certification: the same enterprise-grade security infrastructure that underpins every product in the suite.
Connected platform