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Book a demoBuild multi-touch candidate sourcing campaigns, track every candidate interaction, and preserve source attribution in one connected talent sourcing workflow.
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Hard-to-fill and specialized roles often require proactive sourcing instead of relying only on inbound applications. The candidates worth hiring are usually employed elsewhere and have to be found, contacted, and persuaded to enter a conversation. That work happens in messages, typically email and LinkedIn, sent over weeks of follow-up cadence. When candidate sourcing happens in a recruiter's inbox, three things go wrong.
Cadence breaks
Follow-ups get forgotten or duplicated
Attribution disappears
Nobody knows which channels, messages, or sequences actually convert
Knowledge stays in heads
When the sourcer leaves, the relationship history goes with them
Candidate Sourcing makes it a system
Campaigns with structured cadences, engagement tracked per candidate, channel ROI made visible, and complete history captured on the candidate record.
A candidate sourcing campaign in Talent CRM combines an audience, a sequence, a cadence, templates, stop conditions, and optional A/B variants. Cadence, channel, and templates are all configurable per campaign.
An audience drawn from a Talent Pipeline segment, a multi-touch sequence across channels, a configurable cadence (for example four touches over fourteen days), templates with personalization tokens, and stop conditions that halt on reply.
Set the cadence, channels, and templates per campaign, from a short 3-to-5 touch outreach to a longer nurture sequence for talent-community engagement. Optional A/B variants test message efficacy.
Primary outreach channel with full template flexibility, attachment support, and threading
Time-sensitive follow-up and event reminders, where consent allows
Reach passive candidates who do not open recruiter email
API-driven channels for connecting your own outreach platforms
Primary outreach channel with full template flexibility, attachment support, and threading
Time-sensitive follow-up and event reminders, where consent allows
Reach passive candidates who do not open recruiter email
API-driven channels for connecting your own outreach platforms
Channel availability per tier. Confirm specifics with your account team.
Timestamp, channel, candidate, and step number for Sent, Delivered, Opened, and Clicked, with delivery confirmation from the email or SMS provider.
A reply triggers a sequence stop and sourcer notification. Bounces flag for review, unsubscribes are honored across future campaigns, and a manual stop cancels an individual candidate.
Engagement score per candidate aggregates recent touches and surfaces in Talent Pipeline for prioritization.
Every candidate added via sourcing gets a source-channel tag: campaign name, sequence step, channel, and sourcer.
Source attribution is preserved on the candidate record and carried into the Hiring Pipeline and HR Insights, so sourcing quality is visible, not lost.
ROI reports compare campaign performance against hires per channel, so you invest in the channels that actually produce hires.
Where supported, a candidate engaged on LinkedIn at step 2 and converted by email at step 5 retains both channels through multi-touch attribution.
uR Agent (existing capability plus the upcoming CRM Agent) assists with candidate sourcing work.
Draft or reword the first message to a candidate based on the role
Surface talent pool matches when a new role opens
Flag candidates not touched in N days
Summarize long candidate replies for quick triage
All AI actions are recruiter-confirmed. The sourcer reviews drafts before send. AI does not send messages on the sourcer's behalf without confirmation.
Unsolicited recruiting outreach is regulated. uRecruits provides the workflow surface to support your compliance program.
Communication preferences per candidate, an unsubscribe link in every outreach message, unsubscribe honored across all future campaigns, source-attribution preservation, an audit log of every outreach event, and access and deletion handling.
uRecruits provides workflow controls to support responsible recruiting outreach, including communication preferences, unsubscribe handling, source attribution, and outreach history. Recruiting outreach is regulated in the US, including under CAN-SPAM and the TCPA. Customers remain responsible for determining and applying the requirements that apply to their recruiting activities and should consult qualified counsel.
Higher reply rates
Multi-touch cadence outperforms single-message outreach
Cadence completion
Automated sequencing removes manual follow-up tracking
Channel-level conversion
Source attribution shows which channels produce replies and hires
Faster time-to-first-reply
Structured campaigns start conversations sooner than ad hoc outreach
* Customer results vary by sourcing program maturity, audience quality, and message quality.
Candidate sourcing is the outbound work of finding, contacting, and nurturing candidates who are not actively applying, usually over a multi-touch cadence across email, SMS, and LinkedIn. uRecruits runs it as structured campaigns instead of scattered inbox threads.
Configurable per campaign. Typical campaigns run 3 to 5 touches over 2 to 4 weeks. Longer nurture sequences (10 or more touches over months) are supported for talent-community engagement.
LinkedIn integration is available where supported. Specific InMail and Connect functionality varies by recruiter LinkedIn account tier and uRecruits configuration. Confirm with your account team.
A reply to any campaign message triggers a sequence stop and a sourcer notification. The reply lands in the sourcer's inbox, or a shared team inbox depending on configuration, with full campaign context.
Yes. Personalization tokens (candidate name, current role, current company, role applied for, custom fields) work per template, with AI-assisted personalization via uR Agent for free-text customization where appropriate.
Campaign-level limits, global candidate cadence limits, and unsubscribe honored across all campaigns. A candidate cannot accidentally receive overlapping outreach from multiple campaigns.
uRecruits provides workflow controls, including communication preferences, unsubscribe handling, source attribution, and outreach history. Customers remain responsible for determining and applying the requirements that apply to their recruiting activities.
A/B testing is available per campaign. Variants split across the audience, engagement metrics are tracked per variant, and significance markers help identify the winning variant.
Email opens depend on the recipient's mail client, since pixel tracking can be blocked. Link clicks are more reliable, and reply tracking is the most reliable. Engagement scoring weights these signals accordingly.
Within uRecruits, candidate sourcing combines campaign sequencing, multi-channel outreach (email, SMS, LinkedIn), engagement tracking, source attribution, and a nurtured Talent Pipeline, so sourcing, tracking, and pooling live in one connected workflow.
They describe the same work. Candidate sourcing and talent sourcing both mean proactively finding and engaging people who are not actively applying. uRecruits supports both under one campaign and pipeline model.
The next candidate sourcing campaign you run can produce structured, attributable, compliance-aware engagement data instead of scattered inbox threads. The pool builds. The signal compounds.
AI assists. Humans decide. uRecruits uses AI in selected workflows to support recruiting tasks such as drafting, summarization, and surfacing relevant information for recruiter review. AI outputs are intended to support authorized users, not replace employer decision-making.
Responsible AI Program uRecruits is implementing a Responsible AI Program designed around human oversight, job-related AI use, transparency, candidate rights, fairness, auditability, and governance for U.S. hiring technology.