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10 Best Candidate Sourcing Software Tools in Q1 2024

Our expert picks for the best candidate sourcing tools for recruiters. We cover features, pitfalls, pricing, ROI, and more below.

Phil Strazzulla
Written by
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast
Contributing Experts
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Last Updated: Dec 13, 2023
TOP
Budget-friendly AI tool for sourcing
Manatal
4.5
Popularity Score
4.8
User Score
4.9
Product  Score
Visit Website
TOP
Budget-friendly AI tool for sourcing
Manatal
4.5
Popularity Score
4.8
User Score
4.9
Product  Score
Learn More
TOP
Automated Sourcing & Outreach Solution
Fetcher
4.6
Popularity Score
4.6
User Score
4.7
Product  Score
Visit Website
TOP
Automated Sourcing & Outreach Solution
Fetcher
4.6
Popularity Score
4.6
User Score
4.7
Product  Score
Learn More
TOP
Scalable AI talent sourcing
hireEZ
4.1
Popularity Score
4.6
User Score
4.4
Product  Score
Visit Website
TOP
Scalable AI talent sourcing
hireEZ
4.1
Popularity Score
4.6
User Score
4.4
Product  Score
Learn More
Over 3 million HR leaders trust our advice

Introduction to Candidate Sourcing Tools

The best candidate sourcing tools allow your talent acquisition team to reach new talent pools, and quickly engage relevant people to close your hardest to fill reqs. To understand what the best sourcing platforms are, we’ve done dozens of demos and talked to some of the most successful recruiting teams out there.

For instance, from Joe Aburdene, a Director at Chicago-based Talent Acquisition Services firm Lucas James Talent Partners, we learned that the best sourcing tools have their own databases, as well as the tech to process thousands of applicants automatically; as opposed to a team doing it manually.

So below is our list of the best candidate sourcing SaaS tools, along with everything else we think you need to know when buying these types of tools from ROI to questions to ask on demos.

It’s important to note that sourcing software is great for teams that need to augment their existing sourcing capabilities, or to fully outsource the process. They also work for companies of any size or industry - the main criteria to get value of out these tools is that you must have a need for hard-to-find talent.

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Top Candidate Sourcing Tools

Manatal

: Budget-friendly AI tool for sourcing

Fetcher

: Automated Sourcing & Outreach Solution

hireEZ

: Scalable AI talent sourcing

Rolebot

: AI sourcing tool taking on candidate outreach entirely for clients

AmazingHiring

: Best for Growing Technology Companies

Arya by Leoforce

: Candidate Sourcing Tool Scales Easily

Underdog.io

: Built for NYC, San Francisco & Remote Office Startups

SeekOut

: Strong Database, US-Canada Focus

Entelo

: Candidate Sourcing for Enterprises

Gem

: Recruitment CRM with outreach abilities

Loxo

: AI -Powered Candidate Sourcing Tool

Our Criteria: Here's How We Chose The Top Candidate Sourcing Tools

We select the best candidate sourcing tool based on multiple factors, including search capability, database size and quality, AI-powered sourcing, and candidate engagement features. Our evaluation process involves hands-on demos, insights from HR experts, rigorous testing, and feedback from actual users to ensure the tool's real-world performance.

  • Search Capability: The listed sourcing tool must offer advanced and targeted search options, enabling recruiters to find the most relevant candidates quickly. We picked those with search filters like location, skills, experience, and keywords to ensure they’re helpful in streamlining the sourcing process.
  • Database Size and Quality: We looked for two factors here—the size and accuracy of the database a sourcing tool offers over time. The best sourcing tools have extensive databases and regularly update them for reliable candidate information.
  • AI-Powered Sourcing: Modern tools leverage AI-driven features to assist recruiters in analyzing candidate data, identifying patterns, and recommending the best matches for specific roles. We also paid attention to the methodologies behind the AI to ensure all of the AI help is accurate and compliant.
  • Candidate Engagement Features: Engaging with candidates is as essential as finding them. We went for tools that include personalized messaging and automated follow-ups for a positive candidate experience.

Want to learn more about our evaluation process? Check out this comprehensive article on How We Evaluate HR Software Vendors.

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Compare the Top Candidate Sourcing Tools

Popularity Score
Best for
Key Differentiator
Pricing
Free Trial
Customers
Users Score
Product Score

Manatal

Most Popular
4.5
SMBs seeking an ATS with smart internal candidate sourcing
Offers plenty of recruiting features at a decent price
Starts at $15/mo
Yes
10,000+ companies
4.8
4.9

Fetcher

Most Popular
4.6
Outbound sourcing and diverse recruitment at SMBs
AI-powered candidate sourcing with expert spot-checking
Starts at $149/mo
Yes
500+ companies
4.6
4.7

hireEZ

Most Popular
4.1
Enterprise-scale teams to power up their candidate sourcing
Strong AI tools for candidate recommendation and rediscovery
Custom Pricing
No
600+ companies
4.6
4.4

Rolebot

Most Popular
4.1
Enterprises with white-collar, hard-to-fill roles
Handle outreach entirely for clients, no seat restrictions
Pricing: Starts at $3,000/mo
No
50+ companies
3.9
4.0

AmazingHiring

Most Popular
4.0
IT recruiters to source and engage technical talents
Advanced AI screening for 600M+ global engineering talent
Starts at $400/mo
No
10,000+ companies
4.7
4.2

Arya by Leoforce

Most Popular
4.1
Large enterprises and staffing agencies in North America
Well-developed AI sourcing, flexible pricing plans
Custom Pricing
No
90,000+ companies
4.0
4.1

Underdog.io

Most Popular
4.1
Tech startups and companies in New York and San Francisco
Quality mid-to-senior tech talent with startup exp
Custom Pricing
No
100+ companies
5.0
4.3

SeekOut

Most Popular
4.0
Big teams to sourcing tech and healthcare professionals
Advanced search filters for niche talent recruitment
Custom Pricing
Yes
1,000+ companies
4.5
4.0

Entelo

Most Popular
4.0
Enterprises to source underrepresented candidates
Great diversity sourcing and top-of-funnel engagement tools
Starts at $149/mo
Yes
700+ companies
4.1
4.2

Gem

Most Popular
4.0
Early-stage companies, high-volume recruitment teams
Collaborative outbound and inbound sourcing tool
Custom Pricing
Yes
1,200+ companies
4.8
4.6

Loxo

Most Popular
4.0
Mid-sized companies and staffing agencies
Massive database of 1.2+ billion candidates to source from
Starts at $299/mo
Yes
13,000+ companies
4.6
4.0
Phil Strazzulla
HR Tech Expert, Harvard MBA, Software Enthusiast

Need Help? Get Custom Recommendations for Top Candidate Sourcing Tools

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Detailed Reviews of the Best Candidate Sourcing Tools

Manatal

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Manatal
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Popularity Score
4.5 / 5
User Score
4.8 / 5
Product Score
4.9 / 5

Why we picked Manatal

Manatal’s sourcing capabilities are superior to most. Besides budget-friendly ATS features, the platform offers a LinkedIn extension and AI-powered sourcing for advanced candidate recommendations and filtering—at an unbeatable price.

PROS

  • Budget-friendly ATS option with AI-powered sourcing tools.
  • 14-day free trial for exploration.
  • User-friendly interface with drag-and-drop pipelines.
  • AI-based recommendations save time in candidate screening.
  • Web-based platform for seamless access.
  • Free data migration from existing hiring software.
  • Transparent and flexible pricing options.
  • Chrome extension allows users to import candidate profiles directly from LinkedIn and LinkedIn Recruiter to Manatal.
  • Manatal is quite affordable and offers a 15-day free trial for users to test it out before making commitments.
  • Manatal is fairly easy to use. It features drag-and-drop enabled pipelines for candidate organization.
  • Manatal’s AI-based recommendations feature can save hiring managers quite a bit of time. It’s able to scan job descriptions then search a users talent pool and bring up candidates most suited for the job.

CONS

  • Core products are available in English and Spanish only.
  • No free plan is available.
  • API integrations can be technologically complex and are only available on top-tier plans.
  • Boolean search and advanced search cannot be used simultaneously.
  • The AI recommendations feature works best with resumes that are in English, and doesn’t work as accurately with other languages according to several users’ feedback. Several users have also complained about Manatal’s interface only being available in English and that career pages cannot be published in languages other than English and Spanish. 
  • Manatal doesn’t offer a free plan. We mention this as a con as several SMB-geared ATSs do offer a free-forever verison, and that puts Manatal slightly behind competition. 
  • Manatal doesn’t offer prebuilt integration modules. They do have an open API that allows users to plug in third-party products and custom tools, but that required a bit more time and technical knowledge to accomplish. It’s also worth mentioning that only Custom plan customers can access Manatal’s API and Zapier integration. Customers on the Professional and Enterprise plan cannot.
  • Users can search for candidates via Boolean Search or Advanced Search, but cannot combine the two search methods together. E.g users cannot use the Boolean search operators (AND, OR and NOT) within Manatal’s Advanced Search tab.
Manatal dashboard - one of the best sourcing tool for recruiters

Manatal Review

If you’ve researched ATS, you've likely come across Manatal. The tool is renowned among SMBs for its wealth of features, boasting connectivity with 2500+ job board integrations, a branded career page, a LinkedIn extension, and a referral program—all at a surprisingly low cost. But rather than resting on its laurels in the ATS domain, Manatal keeps its feet on the ground and offers a handful of features for sourcing within the user’s existing candidate database.

We were initially drawn to Manatal's AI-powered recommendation engine. The AI made no mistakes as we challenged it with our Sales Executive job descriptions (JD): It scanned the JD, dug into our candidate database, and presented us with a list of candidates matching in quality and skills—all within a few seconds without any glitches. We can imagine how helpful this tool will be for teams with a large existing talent pool, especially staffing agencies, to make the most of their own resources.

One of the troubles of maintaining a self-built talent database is that you have to ensure all the info is up-to-date over time by yourself. That's why we were thrilled to find out that Manatal can auto-enrich candidate profiles with data from social media accounts. Yes, auto-enrichment!

But let’s be honest: limiting the candidate search within the existing database means you won’t find the talent you’ve never engaged unless you pair Manatal with a sourcing tool like Fetcher or HireEZ. This sort of integration likely won’t come cheap either, as such sourcing tools aren’t within Manatal’s pre-built integrations and, to access its API and Zapier integrations, you have to opt for its highest-tier plan.

We also should warn you that while Manatal’s AI recommendation tool works with English resumes, it doesn’t work as well with resumes in other supported languages.

Manatal Customers

10,000+ organizations, including Unilever, Coca-Cola, Panasonic, Ogilvy, and Toyota.

Manatal Pricing

Manatal has three plans. Here is their pricing when billed annually:

  • Professional plan: $15/user/month for up to 15 jobs and 10,000 candidates, with unlimited guests.
  • Enterprise plan: $35/user/month for unlimited jobs, candidates, and guests.
  • Custom plan: Includes all Enterprise features plus custom features, integrations, and support.

Best For

Manatal is the ideal choice for budget-conscious organizations in need of an intuitive ATS with powerful AI sourcing capabilities.

Manatal in action
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Fetcher

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Fetcher
Learn More
Popularity Score
4.6 / 5
User Score
4.6 / 5
Product Score
4.7 / 5

Why we picked Fetcher

Fetcher rocks the candidate sourcing game with its 3-step vetting approach—AI searches, team spot-checks, and user feedback on pre-vetted profiles so the system can refine its search results. Good news for SMBs: Fetcher now comes with a free plan and a free trial you can easily opt for on their website.

PROS

  • Clean user interface that is easy to navigate.
  • Great customer support.
  • LinkedIn sourcing plugin available for all users.
  • Excellent sourcing tool for accessing candidates with specialized skills.
  • Automated outreach for personalized messaging and cold email campaigns.
  • Transparent pricing, including monthly payments, free plan, and trial.
  • Native interview scheduling tool available for all paid users.
  • Fetcher is highly rated by customers for its clean interface, ease of use, and customer support.
  • According to most users, Fetcher's sourcing tool is one of the best in the business, providing them access to the best candidates with specialized skills and backgrounds.
  • Customers find Fetcher's automated outreach feature extremely useful for sending cold emails and personalized messages to potential candidates.

CONS

  • Fetcher talent sourcers limited to higher-tier plans.
  • No ATS integrations for the free plan.
  • Occasional glitches when sourcing and requesting profile refreshes.
  • Sourcing algorithms may show over/under-qualified candidates initially.
  • Some users report experiencing bugs and glitches while using the software.
  • In rare cases, Fetcher may source either over-qualified or under-qualified candidates for a particular role. However, according to users, their team is quick to correct and refine the search criteria in such scenarios.
Fetcher-candidate-sourcing-tool-dashboard

Fetcher Review

Algorithms and humans share the spotlight in recruitment these days and finding that sweet spot between them isn't easy. Our ‘tour’ with Fetcher showed that the tool strikes that balance flawlessly.

Unlike Rolebot, which is fixated on giving 15 candidate profiles daily, Fetcher lets us decide how many profiles we want per week, meaning we can tweak this number anytime to meet our recruitment goals.

Fetcher promises 1-2 business days for the first batch of profiles, and it delivers: We submitted requirements on one day and received our profiles the next afternoon. Our favorite part, though, was that we got to provide feedback on these profiles—whether they’re qualified or not—within the system or by contacting Fetcher staff. Well, we actually did both and Fetcher didn’t let us down with the next batch: it arrived the following day with notably improved candidate quality.

For those knee-deep in sourcing day in, day out, you know the time it swallows! 20 profiles every 1-2 days is a can-do number with traditional, manual sourcing approaches, but being able to deliver that with better results over time requires a great deal of time and effort, not to mention what to do next with these leads—how to approach, nurture, and convert them—is not easy. Fetcher's ability to harness AI for these soul-destroying tasks while preserving a human touch makes it unbeatable in the sourcing tech domain.

We were also happy to find that Fetcher is very accessible for startups and SMBs: It now offers a free plan, a free trial, and clear pricing on the website. However, the free plan may only prove helpful for teams hiring 1-2 people per year, as it caps the viewable profiles at 50 per month and provides no integration support at all. As much as we love Fetcher's constant improvements, glitches and bugs still affect our system once in a while, especially when we source candidates from its database or request profile refreshes.

Fetcher Customers

Fetcher is used by over 500 businesses worldwide, including Andela, Frame.io, Magnite, Foursquare, and CarGurus.

Fetcher Pricing

Fetcher has four plans:

  • Starter is free and lets users access 50 profiles per month.
  • Growth costs $149/user/month and provides integrations and access to 4,000 profiles per year.
  • Amplify costs $549/user/month and includes everything in Growth, plus talent sourcers, a US-based success team, and 1,000 human-sourced profiles.
  • Custom pricing for large companies and staffing agencies.

Best For

Fetcher is best for growing startups and SMBs seeking to enhance their sourcing and candidate outreach processes through a well-balanced combination of automation and human support.

Fetcher in action
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hireEZ

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hireEZ
Learn More
Popularity Score
4.1 / 5
User Score
4.6 / 5
Product Score
4.4 / 5

Why we picked hireEZ

hireEZ stands out for engagement, analytics, and collaboration features. The platform is built for enterprise-scale teams looking to increase efficiency in candidate sourcing..

PROS

  • Simple and easy-to-navigate UI.
  • Boolean Builder provides users with options to make and use boolean strings for their sourcing.
  • Search across 800M+ candidate profiles from 45+ online platforms.
  • Daily emails delivered to TA teams offer AI-backed candidate recommendations.
  • Automated, unlimited email sequences to candidates.
  • 30+ advanced AI filters, including gender, race, and ethnicity.
  • Native tool for rediscovering talent within users’ ATS.
  • Chrome extension can search on 45+ platforms.
  • 30+ ATS integrations.
  • Great customer support.
  • Intuitive, modern, and continuously evolving UX.
  • Quick and unique sourcing capabilities. Many users indicate they get compelling candidates they hadn’t seen with other sourcing methods, some of which lead to good hires. Often, this happens in less time than the methods they were trying before.
  • Unlimited follow-ups with each contact you pay for. This demonstrates how self-assured hireEZ is with the quality of their sourcing. They are confident about people not abusing this feature and stop contact when it’s clear a candidate is not interested— or simply because they found the right ones and stopped their search.

CONS

  • Some candidate contact info is incorrect or out of date.
  • Integration with LinkedIn isn’t seamless.
  • No option for monthly pricing.
  • No free trial.
  • Since it’s always changing, parts of the platform may be buggy at times, which tends to be a minor nuisance we hear often from the mouths of recruiters. However, these bugs tend to get fixed quickly.
  • Some recruiters have also pointed out a small whole issue performing searches: the tags for job titles are often too narrow, and sometimes the search function won’t include specific titles that they consider essential in their practice.
  • While it has a growing list of integrations, it does not integrate with popular job sites like Wellfound. Furthermore, the LinkedIn integration could be expanded, and it only connects with ATS/CRM, calendars, and video interview software.
hireEZ sourcing tool for recruiters dashboard screenshot

hireEZ Review

We’ve tested dozens of sourcing options: hireEZ is one of the few vendors offering both the traditional Boolean search and well-built AI sourcing tools (rather than just the AI).

Using Boolean in hireEZ is just as easy as LinkedIn, and the candidate results are just as good, if not better, with much more detail on candidate profiles. For those aiming to take their searches further, hireEZ’s AI searching tools offer over twenty filters with intelligent learning and contextual search capabilities.

While both LinkedIn Recruiter and hireEZ let you find candidates with specific sourcing criteria like past and current job titles, companies, and years of experience, only hireEZ has capabilities for diversity sourcing and rediscovering potential talent within users’ ATS database.

Like SeekOut and Fetcher, candidate profiles sourced through hireEZ equip recruiters with insights on the candidate’s job availability scores, average market values, technical repositories, and social media links—ranked by relevance to their search queries. The sourcing tool’s advanced AI filters also make searching for talent in tech, healthcare, clearance, and academia easy.

hireEZ’s engagement features are on par with peers like Fetcher and Gem. It only took us a few minutes to get an email sequence ready and we can imagine how efficient it would be for recruiters to reach out to hundreds of candidates at once with the pre-built email templates and the bulk actions provided.

Our biggest concern with hireEZ is the lack of human oversight. There are modern AI sourcing and recruiters’ beloved Boolean strings. But is there human spot-checking of the results produced by hireEZ’s algorithms? Not that we could see. Moreover, some GPT features, such as the email generator, frankly speaking, weren’t particularly strong. It basically produces the same results you could find by giving ChatGPT the same prompts.

It shouldn’t be necessary to onboard both hireEZ and LinkedIn Recruiter for candidate sourcing, but, if you plan on doing so, prepare for some hiccups. While hireEZ showed no flaws when we connected with different ATSs and CRMs like Greenhouse, Lever, or JazzHR, it performed rather poorly when paired with its rival LinkedIn.

hireEZ Customers

Over 600 companies have used hireEZ. Examples include Nike, Continental, Wayfair, Intel, Ceridian, and Novo Nordisk.

hireEZ Pricing

hireEZ doesn’t disclose its pricing. You need to contact them for an exact quote.

Best For

hireEZ is an excellent help for corporates and agencies looking to fill from a hundred to a few thousand positions per year.

hireEZ in action
Reviewer's Rating
6/10

Amazing feature of the HireEz Insights (that LinkedIn doesn’t provide) is the average market salary per location and per position.

It helps in re-creating the sourcing strategy, when I think about skipping the countries that offer higher compensation than my opportunity could offer.

An interesting feature is that on each HireEz profile that you put in your project, you can have a scheduled reminder for the note. For example, on a Friday afternoon, it helps me set up the notification of the date and time for the next week when I should ask for a Hiring Manager to review, etc.

Another benefit is that it is integrated with Outlook and I’ve sometimes used it to schedule interviews.

What do you like about this tool?

One of the best things is that it is also an email discovery tool.

I find it very useful that mandatory and preferred skills can be separated.

The perfect advantage over LinkedIn Recruiter is the diverse set of filters: it is possible to focus the search to provide more results for women, African American candidates, etc.

Why did your organization buy this tool, and how long have you used it for?

The HireEz tool was bought as an additional sourcing platform besides Linkedin Recruiter. In an organization big as ours, many hundreds of recruiters have been already in touch with the same Linkedin profiles.

Therefore, HireEz was expected to help find more candidates who don't use Linkedin. My team was also interested in trying its AI Sourcing for high-volume recruiting. I’ve been using HireEz for around 1 year.

What do you dislike about this tool?

The same Boolean searches have been used on HireEz and Linkedin for Job titles and for keywords at the same time.

HireEz doesn’t provide much more results than Linkedin Recruiter. This was the case for different non-technical roles.

Filtering options for languages are more limited than on Linkedin.

You cannot choose the level of knowledge.

How is this tool different than their competitors?

I’d like to point out that AmazingHiring also connects a lot of social networks together when creating a candidate profile - however on AmazingHiring you can actually choose which social network to research and which to skip when searching! I find that advantage amazing.

What Instructions should people think about when buying this type of tool?

If your team has many members like mine I’d advise you to choose a leader of the project to get everybody accustomed to using HireEz, and to test it before that.

Think about how long your organization plans to use it. Maybe it is very useful as a long-term investment for big companies, since it has AI in itself, and can improve its customized results.

How has this tool changed or evolved over time to meet users needs?

It started as an AI sourcing platform but recently it improved the features to the point that now it can be used as ATS.

What specific type of user or organization is this tool very good for?

I think it is very good for the huge organizations which have many open positions at the moment and the need for high-volume hiring.

What specific type of user or organization would this tool not be a good fit for?

Maybe it won’t be so useful for startups or small or new organizations.

Rolebot

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Rolebot
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Popularity Score
4.1 / 5
User Score
3.9 / 5
Product Score
4 / 5

Why we picked Rolebot

Rolebot's a newbie in the game but steps up boldly in AI-driven candidate sourcing. The software takes on the time-consuming task of open-ended searches and candidate outreach entirely for clients. Plus, their monthly billing and unlimited seats bring that flexibility we love.

PROS

  • AI-backed sourcing with human spot-checks.
  • AI feedback loop for continuous quality match improvement.
  • 24-hour turnaround for every 15 system-sourced candidates.
  • Interview coordination within the platform.
  • Advanced filtering for hard-to-fill roles such as engineering, healthcare & fintech.
  • Solid track record of candidate outreach success (30% response rate).
  • Support includes a dedicated CSM and embedded platform videos.
  • Transparent, unlimited-seat pricing.

  • AI-backed sourcing with human spot-checks.
  • AI feedback loop for continuous quality match improvement.
  • 24-hour turnaround for every 15 system-sourced candidates.
  • Interview coordination within the platform.
  • Advanced filtering for hard-to-fill roles such as engineering, healthcare & fintech.
  • Solid track record of candidate outreach success (30% response rate).
  • Support includes a dedicated CSM and embedded platform videos.
  • Transparent, unlimited-seat pricing.

CONS

  • The number of received candidates per day is fixed to 15. No options to adjust it.
  • No free trials. Pricing on the higher side.
  • No built-in candidate engagement tools available if users want to do their own outreach.
  • Limited integration options.

  • The number of received candidates per day is fixed to 15. No options to adjust it.
  • No free trials. Pricing on the higher side.
  • No built-in candidate engagement tools available if users want to do their own outreach.
  • Limited integration options.

Rolebot-candidate-sourcing-screenshot

Rolebot Review

If you'd met Rolebot pre-2022, you'd see how much it's grown since then. It barely scratched the surface at the time—only U.S. searches, basic filters. Now it rivals, if not surpasses, LinkedIn Recruiter in certain areas. Global talent discovery, company-specific targeting, the ability to sidestep unwanted company profiles, nifty filters for tech roles, and a wealth of diverse data sources, it's all there.

The way Rolebot harmonizes AI and human expertise in candidate sourcing might remind you of vendors like Fetcher—rooted in passive recruiting, where AI lays the groundwork and humans add the finishing touches. But the software sets itself apart by taking on outreach entirely and delivering an average response rate of 30% compared to LinkedIn InMail’s 18-25%.

Rolebot handles the open-ended searches by crawling structured and unstructured data from public sources like blog posts, social media profile updates, conference attendee lists, press releases, and media mentions, to curate candidate profiles resembling mini-resumes and social links. Every 24 hours, you get a fresh batch of 15 candidates based on your filters. Thumbs up or down lets you signal your preferences. Rolebot uses this feedback to sharpen its AI, similar to what we’ve seen in Fetcher.

When it comes to outreach management, Rolebot takes full ownership. The vendor has an in-house dedicated TA team that spends a good two to three weeks engaging preferred candidates for initial client interviews. It's a win-win in many respects—Rolebot lifts the outbound recruiting off clients' shoulders. Yet, this hands-off approach might not suit those seeking complete control. Due to the system’s design, opting for DIY outreach means you won’t get any built-in features like the custom drip campaigns usually found in vendors like HireEZ or SeekOut.

While we appreciate Rolebot's efforts to expand its integrations over time, the available options still lag behind competitors like Loxo or SeekOut. You can only find a few prominent ATSs: Greenhouse, Lever, SAP, and iCIMS, meaning you must either use Rolebot as a standalone tool or manually import candidate data from the platform in Excel and then upload it to your HR systems. Additionally, though the vendor suggests that 15 candidates per day are optimal based on their testing, we empathize with those feeling constrained, as there are no available options to adjust this number. Unreviewed candidates from a day won’t vanish, but without review, the AI won’t have enough data to learn and improve future results. Thankfully, Rolebot—both the system and CSM—has a knack for sending timely reminders to ensure users finish their homework.

Rolebot Customers

50+ organizations, including Snowflake, Cornerstone, and Dentsu.

Rolebot Pricing

Rolebot's enterprise plan starts at $3,000/month for 5 roles, with unlimited users, a dedicated customer success manager, and monthly billing. Free trials are not yet available. Additionally, those with multiple team members involved in hiring will find Rolebot’s unlimited seats offering a true gem, as whether you need one seat or twenty, you get the same bill.

Best For

Rolebot is best for enterprises (500+ employees) looking to free up their recruiters from candidate sourcing and initial engagement so they can focus on higher-value activities such as interviewing and skills evaluation.

Rolebot in action
Reviewer's Rating
10/10

We use Rolebot as part of our sourcing process. On a daily basis, we have hiring managers review potential passive candidates for Rolebot to reach out regarding interest. We manage our process via our ATS and Rolebot seamlessly ties into it. Rolebot adds quality candidates to our process.

What do you like about this tool?

High quality candidates, especially for unique roles. It costs significantly less than Linkedin. Great use of current technology to improve recruitment.

Why did your organization buy this tool, and how long have you used it for?

When I joined AudienceX, it took 2-3 months to find quality candidates to fill open roles. We were looking for a tool that could align with our new speedy hiring process. Furthermore, we did not want to overspend for external recruiters and, at the same time, speed up a time-consuming portion of recruitment, which is sourcing.

What do you dislike about this tool?

There is nothing I dislike about it. Easy to use for our managers, gets us what we need. For now, they are a must-have for us.

How is this tool different than their competitors?

I tried others or rather competitors. They overcomplicate the process, Rolebot keeps it simple. I know what I am getting.

What Instructions should people think about when buying this type of tool?

Cost of an external recruiter per role, it's between 20-30% of the base salary per role. If you hire 3 roles per year, this tool pays for itself.

How has this tool changed or evolved over time to meet users needs?

Little changes or recommendations we make eventually make it to improvements. Sometimes we like candidates, but they are not ideal for our role, and we wanted to have the option to skip or move candidates to other roles, now we can do it with Rolebot.

What specific type of user or organization is this tool very good for?

Amazing for hiring managers, recruiters, and VPs!

What specific type of user or organization would this tool not be a good fit for?

Teams who recruit less than 4 people per year.

AmazingHiring

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AmazingHiring
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Popularity Score
4 / 5
User Score
4.7 / 5
Product Score
4.2 / 5

Why we picked AmazingHiring

AmazingHiring is hyper-focused on technical candidate sourcing. The sourcing platform comes with advanced technology that supplies a database of 600M+ engineering talent profiles, a free Chrome extension, and a robust data enrichment tool that gives away 150 first credits.

PROS

  • Frequently rolls out new feature enhancements.
  • Effective for technical recruitment.
  • Two-way integration with SmartRecruiters.
  • The data enrichment feature comes with 150 free credits.
  • Offers a free and a paid Chrome extension.

  • Frequently rolls out new feature enhancements.
  • Effective for technical recruitment.
  • Two-way integration with SmartRecruiters.
  • The data enrichment feature comes with 150 free credits.
  • Offers a free and a paid Chrome extension.

CONS

  • The UI looks rather outdated.
  • No free trial. Pricing isn’t disclosed upfront.
  • Can connect with only a few HR tools, most are one-way integration.

  • The UI looks rather outdated.
  • No free trial. Pricing isn’t disclosed upfront.
  • Can connect with only a few HR tools, most are one-way integration.

AmazingHiring candidate sourcing tool screenshot

AmazingHiring Review

AmazingHiring has made a good impression on us since we began using it for tech recruiting a few years back. But seeing it today makes us realize how far the sourcing tool has come.

Like almost any other sourcing tool, AmazingHiring offers options for manual or AI-assisted sourcing. Technically, its filters are quite similar to what we’ve seen on LinkedIn but are visualized with histograms and bar graphs, which definitely makes the whole dry, complex filtering look more interesting. What really impressed us, though, was the real-time market insights it provides here for each search. Unlike LinkedIn, which only offers profile counts per parameter set, AmazingHiring gives users a downloadable report that breaks down the talent pool size by location, experience, seniority, company size, and six categories more.

If you have multiple sourcers or recruiters doing the searches simultaneously, you’re also going to love the LinkedIn views feature. It enables users to exclude or include LinkedIn profiles that have been viewed in the last 30 days.

Automated candidate recommendations aren’t new in this space, and compared to competitors, AmazingHiring was quite slow when rolling out this feature in summer 2023. However, the way recommendations get updated every time a new candidate is added and look-alike pipelines are auto-built based on user preferences compensates for this delayed release.

For those with candidate databases that haven’t been updated for a while, AmazingHiring’s Data Enrichment is worth considering. This feature requires a separate purchase but contacting the vendor’s sales rep can fetch you 150 free credits.

This sourcing platform is also one of the very few we’ve reviewed that provides a free extension non-users can opt for. It’s not as powerful as the paid one but this freebie gathers all links to candidates’ Github and StackOverflow, which can be pretty helpful for researching examples of their code and ranking on these sites.

When it comes to AmazingHiring’s integration, we were a bit put off. The sourcing tool has a limited list of ATSs and recruiting software it can connect with. Except for its integration with SmartRecruiters, the rest is one-way. For example, the system can’t auto-update profiles in Workable, and Teamtailor integration doesn’t allow candidate resumes to be exported.

AmazingHiring Customers

10,000+ companies, including EPAM, Akamai Technologies, Alexander Mann Solutions, Dell, and ABBYY.

AmazingHiring Pricing

AmazingHiring pricing is undisclosed on its website. Our research indicates that all AmazingHiring’s contracts are annual and start at $4,800 per seat. Enriching contacts is charged separately if you want to take advantage of that feature. The vendor also offers custom pricing for individual freelancers who want to use the platform.

Best For

AmazingHiring is best for large staffing agencies, enterprises, and growing teams to source technical talent.

AmazingHiring in action
Reviewer's Rating
8/10

I use AmazingHiring daily. AmazingHiring allows me to source candidates. It also helps the team find relevant information from multiple profiles. Its primary purpose has been to cut down research time for my team. I am particularly impressed with its search capabilities.

What do you like about this tool?

I like its search capabilities. I enjoy being able to find candidate contact information using their AI tools. It helps cut down research time tremendously.

Why did your organization buy this tool, and how long have you used it for?

We purchased AmazingHiring to parse through online profiles more effectively. The hiring team uses the service to streamline research on candidates. AmazingHiring combines multiple profiles to give a clear perspective on a candidate's career and trajectory if hired. It is a useful tool in employee sourcing. I have used AmazingHiring for approximately 2 years.

What do you dislike about this tool?

It is an expensive service at an approximate $5k price point. Occasionally there are issues with the auto-tag feature. I have run into a few issues with its mailing list features but none that were a major problem.

How is this tool different than their competitors?
What Instructions should people think about when buying this type of tool?

Can you afford the software? Do you have a team to verify that contact information for candidates is not outdated? Do you need access to a candidate's social media to determine hiring?

How has this tool changed or evolved over time to meet users needs?

It has been a consistent product and I do not have major complaints. Customer service is responsive and they integrate well with any ATS I have used.

What specific type of user or organization is this tool very good for?

I would suggest this product for teams with a heavy tech influence.

What specific type of user or organization would this tool not be a good fit for?

This is not the best for independent contractors due to the price.

Arya by Leoforce

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Arya by Leoforce
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Popularity Score
4.1 / 5
User Score
4 / 5
Product Score
4.1 / 5

Why we picked Arya by Leoforce

Arya is developed by Leoforce, an AI recruiting company with a focus on talent sourcing, and has constantly gotten better over time with new features being introduced almost every quarter.

PROS

  • Talent database of 850M+ sourced from 70+ platforms.
  • AI’s ability to produce fast and accurate candidate recommendations.
  • Candidate communications include chatbot, email, text, and direct dial.
  • Loads of useful features like Scouting Agent, Candidate 360, and Score Details.

  • Talent database of 850M+ sourced from 70+ platforms.
  • AI’s ability to produce fast and accurate candidate recommendations.
  • Candidate communications include chatbot, email, text, and direct dial.
  • Loads of useful features like Scouting Agent, Candidate 360, and Score Details.

CONS

  • Pricing no longer disclosed. No free trial either.
  • Workflows lack customization.
  • No Chrome extension.
  • A significant drop in the number of sourceable candidates outside of North America.

  • Pricing no longer disclosed. No free trial either.
  • Workflows lack customization.
  • No Chrome extension.
  • A significant drop in the number of sourceable candidates outside of North America.

Arya by Leoforce sourcing tool screenshot

Arya by Leoforce Review

Arya by Leoforce is excellent for many reasons, including its AI candidate matching, open web and user ATS/CRM sourcing, a multi-channel candidate engagement suite, and a chatbot that can ask candidates screening questions and schedule calls with qualified ones. However, for us, regular product advancement is its strongest USP. If we compare Leoforce's investment in developing new features with other sourcing platforms we’ve tested, there are very few that match this tool.

The latest enhancement to Arya’s capabilities is the Scouting Agent—an AI-assisted search agent introduced in December 2023. What makes this feature exceptional is its ability to search for new candidate profiles added or updated within the previous 24 hours in the user’s selected sourcing channels or integrated job portals with Arya.

Users can create not just one but multiple Scouting Agents per job description, each using different search parameters to broaden the candidate pool. We only need to set these agents up once, and in return, the AI makes sure the searches will be automated and ongoing—no new profiles will go missing.

Given the quality of Arya’s new Scouting Agent, we expected nothing less from other fresh features like the Score Details tab within the Candidate 360 view. And it didn’t disappoint.

On this tab (head to a candidate profile, then the Score Detail tab, click the link ‘Why this rating?’, and you’ll get there), the system displays a detailed breakdown of how and why a candidate received a particular score relative to the role. There is also a graphic alongside showing what the candidate has to offer compared to the job description and other relevant candidates.

We think this level of transparency and visibility will be loved by recruiters and hiring managers alike: They get the data needed to make informed shortlisting decisions and have good materials for personalizing candidate outreach.

However, we don’t think teams prioritizing great flexibility and customization will be fond of Arya. The sourcing tool’s workflows are fixed in a set order—they cannot adapt to your workflows, so you have to adapt to theirs, unfortunately.

Another trade-off for Arya’s advanced AI features is that the vendor no longer discloses its pricing and has also discontinued its free trial. They only accept annual subscriptions, and pricing can be around $3,000—not very exciting news for SMBs, eh?

Arya by Leoforce Customers

Lenovo, American Century Investments, PeopleScout, Ecotalent, Polaris Alpha

Arya by Leoforce Pricing

Arya by Leoforce has four custom-priced products: Arya Quantum, Arya Fusion, Arya Concierge, and Arya Applicants on Demand. No free trial is available.

Best For

Arya by Leoforce is best for corporates and staffing firms of medium-to-large sizes and in North America.

Arya by Leoforce in action
Reviewer's Rating
6/10

We use it to source candidates and to send emails to shortlisted candidates. We use it almost daily.

What do you like about this tool?

The market research tool is a plus. The user experience is very good and it is very easy to navigate. The ability to email candidates from within the tool is great.

Why did your organization buy this tool, and how long have you used it for?

We were looking for a new AI sourcing tool. We like that it works to continually source possible candidates for us to review. The onboarding training is very good.  You have an assigned Customer Success Rep to ensure that the users are comfortable with navigating the tool.  It's been about six months that we've been using it.

What do you dislike about this tool?

I don't like that it asks for information about competitor/target companies but doesn't seem to use it to source candidates. The boolean search function doesn't work that well.  Unfortunately, using only the AI search functionality based on a job description brings back a lot of irrelevant results.

How is this tool different than their competitors?

We've only used one other tool that was similar but all it did was pull LinkedIn results. Arya goes beyond LinkedIn.

What Instructions should people think about when buying this type of tool?

People should think about all the functionalities they get for the price. It's an annual subscription, not monthly, so if you don't like it that much you're stuck for a year.

How has this tool changed or evolved over time to meet users needs?

We've only been using it for a few months so it hasn't changed in that time.

What specific type of user or organization is this tool very good for?

Any - corporate or agency

What specific type of user or organization would this tool not be a good fit for?

Can't think of one.

Underdog.io

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Underdog.io
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Popularity Score
4.1 / 5
User Score
5 / 5
Product Score
4.3 / 5

Why we picked Underdog.io

Underdog.io is a niche job marketplace that connects tech candidates with hiring managers in top startups in NYC and San Francisco. Notably, all candidates accepted into the Underdog network are pre-screened by humans and are guaranteed active candidates.

PROS

  • All candidates are pre-screened and guaranteed active candidates.
  • Quality mid- and senior-level candidates with substantial startup experience.
  • Easy to use. Responsive customer support.
  • Option to choose pay-per-hire or subscription pricing.
  • Recruitment Process Outsourcing (RPO) services available in Q1 2024.

CONS

  • Only serves corporate hiring, no services available for recruiting agencies.
  • Takes a week to deliver matching candidates (Fetcher takes 24-48 hours).
  • Undisclosed pricing. No free trial.
  • Has only 5 native integrations available.

Underdog.io Review

You might have noticed that most candidate sourcing tools focus on passive talent recruitment. So, it’s refreshing to see Underdog taking a different approach—assisting U.S.-based tech companies in finding in-demand talent who boast years of experience in startups and are actively looking for jobs.

One recurring issue with sourcing from major job boards like Monster, Indeed, and LinkedIn is that job seekers tend to apply to everything and anything. This makes niche sites like Underdog more valuable. Signing up to join this network takes only 1-2 minutes, but they aren’t guaranteed to get in. All applicants within Underdog’s community undergo human vetting by the founders and an HR rep. The qualified ones must be seeking full-time positions and either already reside in the U.S. or possess transferable visas. The platform also looks into the job seeker’s background and work experience to match client needs. While this whole process takes a week, and the number of supplied applicants is smaller, those received applicants are usually much closer fits.

It’s also nice to see that after pre-screening, Underdog makes sure clients get full control over how they further vet and select talent. Recruiters can access applicant profiles and message potential candidates directly on the tool’s dashboard or via email. Since Underdog’s proposed candidates are active job seekers, they tend to be much more responsive to recruiter outreach.

Underdog’s founder recently announced they will launch Recruitment Process Outsourcing (RPO) services and Delightful—a curated job board connecting tech job seekers with startups. It's too early to comment on these tools, but we’ll be sure to give them a thorough test and keep you posted.

Despite Underdog's pre-screening capabilities, we totally relate to those feeling that waiting a week for a new talent batch is too long, especially compared with other tools: Rolebot takes one day, Fetcher two days at most. We also hope that improving integration is on Underdog’s to-do list as, for now, it can only connect with 4 ATSs—quite disappointing, isn’t it?

On another note, Underdog makes it clear that it’s not for staffing firms. If that’s your field, you’re better off with alternatives like hireEZ, Fetcher, SeekOut, or Loxo.

Underdog.io Customers

Over one hundred companies, most of which are startups, have used Underdog to hire tech talent. Lattice, Airtable, Aircall, Teachers Pay Teachers, and Foursquare are some of them.

Underdog.io Pricing

Underdog.io allows users to choose whether to go with pay-per-hire or subscription pricing.

Best For

Privately held, venture-backed startups looking for a curated marketplace for tech talent based in the U.S. will likely benefit most from Underdog.

Underdog.io in action
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SeekOut

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SeekOut
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Popularity Score
4 / 5
User Score
4.5 / 5
Product Score
4 / 5

Why we picked SeekOut

SeekOut has one of the most powerful search capabilities of any candidate sourcing platform. It not only boasts a massive talent pool, with over 800M candidate profiles, but also a set of advanced filters that you can use to find talent from specific time zones, in niche industries, and with certain patents or work licenses.

PROS

  • User-friendly UI.
  • Downloadable People Insights for a bird's-eye view of your search results.
  • Dedicated talent pools and advanced filters for tech and healthcare searches.
  • Native tools for hard-to-find talent sourcing, DEI, internal mobility, and redeployment.
  • Support includes live chat, email support, and dedicated CMS for selective users.
  • Ability to choose recipient email address types (personal or work) for engagement campaigns.
  • New features released regularly.

  • Sources from tons of external databases; over 780M candidate profiles and growing
  • Can find talent also among your existing team.
  • Truly tech-powered and search engine-like platform.
  • Presents very complete candidate profiles, sometimes going through their code contributions, participation in conferences, academic papers, and more, in order to present top experts for certain skills or topics.

CONS

  • Fewer candidate options outside the United States.
  • Engagement tool available via email campaigns only.
  • Doesn’t disclose pricing.
  • Could take a few hours to sync info to integrated ATS.
  • Some phone numbers and emails were outdated.

  • While they're always expanding their candidate list, they have been mainly oriented towards the US and Canada for years. Hence, companies outside those geographies might find that their searches are still somewhat limited when it comes to local talent. Such is the case of some users writing from Europe, for instance.
  • Several users have complained about lags or glitches between the candidate’s info from the source and how/when it appears within the platform.
SeekOut sourcing tool screenshot

SeekOut Review

We think SeekOut is one of the finest candidate sourcing tools out there—its search capabilities in particular are just ridiculously good.

Let's kick off with one of its latest features—SeekOut Assist. While many platforms offer AI-powered sourcing (hireEZ, Rolebot, and Arya, to name a few), SeekOut Assist strikes a pleasing balance between powerful algorithms and human touch.

We fed in our job description (JD), and the AI instantly broke it down into search criteria like job title, required skills, and preferred skills. Then, it started screening profiles in its talent database based on customizable criteria. That flexibility extends to email engagement, too. The AI crafts personalized outreach messages based on each candidate’s profile and JD while giving users options to tweak them further as they wish.

Advanced filters for niche talent sourcing also make this tool hard to beat. For example, you can search healthcare professionals by license type and status and look into expert talent’s publications and patents. You can also filter profiles based on whether you have viewed or reached out to them or if they are already in your ATS. You can even use Smart Match pre-built filters for quick searches.

Another new feature SeekOut just released is Pipeline Insights. AmazingHiring offers a similar tool, yet SeekOut’s version impresses us more for both appearance and functionality. Insights provides critical data on the talent pool size per filter set and real-time talent pipeline performance. These insights are downloadable and tailored to users’ roles (hiring managers and recruiters).

However, if your primary talent search isn't focused on the U.S., picking SeekOut might lead to disappointment. We noticed fewer profiles and less accurate contact info when searching for Europe-based candidates. SeekOut seems aware of this, though, and has added an option for users to report incorrect contact data.

We also feel that SeekOut doesn’t shine when it comes to engagement tools. We don’t expect live chat services like Entelo has, but basic channels like SMS or InMail outreach should be available.

The biggest problem with this sourcing tool is that its reply tracking system can sometimes mess up and send scheduled emails even after the candidate has replied. We found ourselves in this awkward position once during testing.

SeekOut Customers

1,000+ companies, including VMware, Salesforce, Merck, UiPath, and Anaplan.

SeekOut Pricing

How much does SeekOut cost? SeekOut has three plans (Premium, Premium Tech, and SeekOut Expert) that have undisclosed pricing. Our research suggests plans start at around $3,500 per year, and only annual payments are accepted.

Does SeekOut have a free trial? Yes, it does.

Best For

SeekOut is a good choice for mid-sized and large companies sourcing niche talent (tech, healthcare, etc.) in the U.S.

SeekOut in action
Reviewer's Rating
10/10

At my organization, we use SeekOut regularly to help us source and recruit top talent for our company. We use it primarily for two key workflows: searching for candidates and engaging with them.

When we start a new search for candidates, we use SeekOut's advanced search features to filter candidates based on specific criteria such as location, skills, experience, and job titles. We can also search for candidates who have worked at specific companies or have certain qualifications. This helps us to quickly identify a pool of candidates who match our requirements and have the potential to be a good fit for our company.

What do you like about this tool?
  • The search algorithm accurately identifies more candidates than other software we've used.
  • Seekout is an exceptional tool. It is a real time saver and has versatile functionality.
  • Like the ability to share with co-workers so they can review the profiles to see if they are potential candidates for a particular position.
Why did your organization buy this tool, and how long have you used it for?

My organization purchased SeekOut because we were struggling to find quality candidates for our open positions. Our previous recruitment process was time-consuming, inefficient, and did not yield the results we needed. We were looking for a tool that would help us streamline our recruitment process and identify top talent quickly.

SeekOut has been a game-changer for us since we started using it. Its powerful AI-driven search capabilities and comprehensive candidate database have made it easier to identify and engage with top talent. SeekOut's personalized outreach features have also helped us to build relationships with candidates and improve our conversion rates.

What do you dislike about this tool?
  • Data refresh could be done sooner, with some missing links.
  • The data lag with LinkedIn is my biggest issue because you're forced to check LinkedIn to make sure the potential candidate hasn't changed jobs recently.
  • Not every email is accurate.
How is this tool different than their competitors?

SeekOut provides more accurate candidate contact information than its competitors.

What Instructions should people think about when buying this type of tool?

SeekOut is a talent acquisition tool that helps recruiters find and hire top talent. When considering purchasing SeekOut or similar tools, here are some key buying criteria to keep in mind:

Ease of use: The tool should have an intuitive interface that allows users to easily navigate and search for candidates. Look for a tool that offers robust filtering options and allows for easy communication with candidates.

Data quality: The candidate database should be comprehensive and up-to-date, with accurate information on job titles, skills, and experience. Make sure to evaluate the accuracy and completeness of the data before making a purchase.

Integrations: SeekOut should integrate with your existing applicant tracking system (ATS) or other recruiting tools to streamline the hiring process. Check to see if SeekOut offers integrations with the tools you currently use.

Customer support: Look for a provider that offers responsive and helpful customer support, including training and ongoing support to ensure you get the most out of the tool.

Pricing: SeekOut's pricing should be transparent and align with your budget. Consider the cost per hire and whether the tool offers enough value to justify the investment. It may be helpful to compare SeekOut's pricing to other recruiting tools on the market to make an informed decision.

How has this tool changed or evolved over time to meet users needs?

SeekOut is a talent search engine and recruiting tool that has evolved over time to meet the changing needs of its users. Here are some of the key changes that have occurred:

  • Expanded data sources: SeekOut has expanded its data sources over time to include a wider range of online professional profiles, such as LinkedIn, Github, and Stack Overflow. This allows SeekOut to provide more comprehensive data on potential candidates.
  • Improved search functionality: SeekOut has added new search filters and features over time to make it easier for users to find the right candidates. For example, users can now search for candidates based on their skill set, industry experience, and location.
  • Enhanced candidate profiles: SeekOut has added more information to candidate profiles over time, such as education, work history, and skills. This allows users to quickly assess whether a candidate is a good fit for their needs.
  • Increased automation: SeekOut has introduced more automation features over time, such as automated messaging and scheduling, to help users save time and streamline their recruiting processes.
  • Integration with other tools: SeekOut has integrated with other recruiting tools over time, such as applicant tracking systems (ATS), to make it easier for users to manage their recruiting processes from one central location.

Overall, SeekOut has evolved over time to become a more comprehensive, user-friendly, and efficient tool for talent search and recruiting.

What specific type of user or organization is this tool very good for?

SeekOut is particularly useful for medium and large organizations and recruiters who are looking to find top talent and want to optimize their recruiting process.

What specific type of user or organization would this tool not be a good fit for?

Seekout is designed to help recruiters identify top talent across a wide range of industries and job functions. However, for companies with very specific or niche recruitment needs, Seekout may not have as much value.

Entelo

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Entelo
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Popularity Score
4 / 5
User Score
4.1 / 5
Product Score
4.2 / 5

Why we picked Entelo

Entelo packs a host of cool diversity-sourcing features: The unbiased sourcing mode that masks candidates’ pictures and genders, the inclusive language alerts that nest in your engagement features, and the candidate highlights that quickly present you with matching talent from underrepresented groups.

PROS

  • Comprehensive diversity features.
  • Native scheduling capability
  • Video interview tools support both live and one-way video interviews.
  • Multi-channel candidate communication options include SMS, email campaigns, and live chat.
  • Send time optimization for better outreach performance.
  • User-friendly Chrome extension.

CONS

  • Some candidate profiles are outdated.
  • Still requires candidates to download mobile apps to join interviews.
  • Hasn’t rolled out new features since it became a part of Rival (formerly SilkRoad Technology).

Entelo's candidate sourcing platform dashboard

Entelo Review

Entelo’s candidate database, with 550 million candidate profiles, might not stand out compared to Fetcher’s 800M+, hireEZ’s 800M+, and Loxo's 1.2B+. However, this sourcing software is top of the class when it comes to diversity sourcing capabilities.

Many tools in this space offer some form of diversity elements, whether in filtering or reporting but none we've seen come close to Entelo’s Unbiased Sourcing Mode. This feature mirrors what we’ve found in leading ATSs such as Pinpoint, Teamtailor, and Lever. It allows masking and anonymizing candidate data linked to various biases (like headshots, names, and genders) before conducting searches or sharing review queues with hiring managers.

Entelo’s Inclusive Language Alerts for email communications reminded us of Textio—a diversity recruitment tool that has a knack for providing inclusive language guidance to talent acquisition and retention. As we crafted an outreach email, the system automatically highlighted non-inclusive language and offered suggestions for improvement, making it easy to work with.

Outreach is a breeze, too. When we were about to schedule a campaign, Entelo gave us a hint on which send times are likely to yield the highest open rate for our recipients. You may be wondering, how accurate are such estimates? We did too, so we ran an AB test. Following Entelo’s scheduling advice, we saw a 15% increase in open rate which we must say, was pretty cool.

Entelo’s candidate self-scheduling and video interviewing capabilities are also high quality. Unlike Gem’s rather basic scheduler, Entelo’s works for round-robin, group, and sequential interviews as well as 1:1s. The system supports both on-demand and live video interviews and covers all the essentials, from branding to multiple customizable interview formats and collaborative interview assessments.

The only thing we dislike about this feature is that it requires an app download from candidates to take the interviews. Considering how most modern interview video solutions today have already gone browser-based/app-less, we think users are in the right to complain about this.

We wouldn’t recommend Entelo for teams seeking talent sourcing tools with continued improvements. Since joining the talent acquisition suite Rival (formerly SilkRoad Technology), there has been no progress in terms of its feature enhancements, let alone new feature updates. Entelo’s website footer also still says 2022 while its latest blog post was from December of the same year. It could really use some updates.

Entelo Customers

Entelo customers include Wayfair, Sony, Lyft, Asana, and Comerica Bank.

Entelo Pricing

The pricing of Entelo’s plans and services isn’t disclosed on their website. Contact their sales team for a quote.

Best For

Recruiting teams and agencies looking for a sourcing platform with great diversity recruitment and video interview capabilities.

Entelo in action
Reviewer's Rating
7/10

I use it fairly often. The key feature I use is the google chrome extension. When I'm on a website that might contain some potential candidate data, I click on the Entelo chrome extension and it helps find data for me.

What do you like about this tool?

Ease of use. Saves me time. And helps recruiting workflows happen more efficiently

Why did your organization buy this tool, and how long have you used it for?

We used Entelo to help find top talent for reaching out to them and potentially hiring them. Entelo helps find information of potential sourced candidates. We've used it for several years

What do you dislike about this tool?

Sometimes it doesn't get all of the data right. I'd say it's at about an 80% success rate, which isn't bad but I think it's got room for improvement

How is this tool different than their competitors?
What Instructions should people think about when buying this type of tool?

Consider Entelo if you want to find an easier way to find information (phone number, email, linkedin) for someone you'd like to reach out to. I would only consider this tool for companies looking to reach out to people with serious inquiries only, since it does provide some sensitive information

How has this tool changed or evolved over time to meet users needs?

The extension used to be pretty buggy, it's improved a lot since I first started using it

What specific type of user or organization is this tool very good for?

Recruiters, Recruiting organizations

What specific type of user or organization would this tool not be a good fit for?

A company that is not looking to grow its employee population

Gem

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Gem
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Popularity Score
4 / 5
User Score
4.8 / 5
Product Score
4.6 / 5

Why we picked Gem

Gem can be used as a standalone tool for outbound sourcing or as a great compliment to your existing ATS. It excels in helping you find and engage passive candidates at scale while also acting as a central hub for all your recruiting efforts.

PROS

  • Likely to Move filter analyzes signals on candidates’ profiles to pinpoint those more likely to switch jobs.
  • Analytics is easy to use and provides great insights into recruitment pipelines.
  • Suggests similar profiles to the ones recruiters are looking for.
  • Auto adds potential candidates who meet users’ saved search.
  • Option to automate sequences to engage newly added prospects.
  • Customizable drip campaigns and A/B testing for active and passive candidates.
  • Customer support is available via live chat, a help center, and email. Also provides a dedicated customer success manager.
  • Has a free trial. Free for startups under 15 employees, incorporated less than 3 years ago, and raised less than $5MM (USD) in funding.
  • Gem helps you discover qualified candidates across multiple channels, send personalized messages, visualize your recruitment pipeline, and stay on top of crucial hiring metrics
  • Gem's integration with LinkedIn and various ATS means that all candidate data is stored in a centralized location. Users find this feature extremely useful.
  • According to users, one of Gem's finest features is the ability to create automated drip campaigns to engage with both active and passive candidates

CONS

  • Some users have experienced slow load times and lag while using the search function.
  • Outreach campaign limited to email sequences and InMail only.
  • Lacks pricing transparency. No option to pay monthly.
  • No mobile app.
  • Some users have experienced slow load times and lags while using the application
  • In rare cases, the contact information, such as the email address or phone number of a sourced candidate, might be wrong
  • While Gem currently integrates with LinkedIn, it does not provide the option to automate messages via LinkedIn InMail
Gem candidate sourcing tool screenshot

Gem Review

Gem stands shoulder-to-shoulder with peers with the automation, personalization, and AI it brings to the table. One feature that stood out, though, was the reminder embedded in Gem’s Chrome extension. This handy tool lets users set reminders for specific dates and leave a note for context, ensuring you won’t miss a follow-up.

Gem’s Canned Response is another gem! This feature allows you to save frequently used responses as templates. Better yet, these canned responses are easy to personalize thanks to the included variables. We tried it and totally loved it. When a candidate replied to our outreach saying they wanted to chat, a simple click on our saved screening canned response prepared an email reply ready to go.

Collaborative teams will love Gem’s Resume Review. It lets recruiters send candidate batches to hiring managers with additional context while managers can rate candidates and leave notes in Gem's review section. Once reviews are complete, Gem takes care of logistics by auto-emailing the recruiter with ratings and notes.

Gem’s deep ATS integration is tough to beat. Users can cross-check, import candidates from Gem to an ATS and vice versa, and even utilize the sequence feature to engage candidates directly within a plugged-in ATS.

However, unlike Loxo, Gem provides no SMS or voice calling outreach options. It primarily focuses on email and InMail. We also noticed a decline in Gem's ability to find email contacts for non-U.S. candidates compared to U.S. ones. Speaking of which, while it's normal for sourcing systems to find a candidate’s work email, it would be nice if Gem enabled users to filter out all work emails when they do outreach.

We had high hopes for Gem’s native scheduler. Unfortunately, it failed to communicate well with our ATS, causing our system to not auto-update booked calls. If you also travel frequently, be aware! This scheduler won’t auto-adjust to your time zone. You’ll have to go into settings and manually fix it.

Gem Customers

1,200+ companies, including Coinbase, Slack, Asana, Dropbox, Lyft, Indeed, Pinterest, and Doordash.

Gem Pricing

Gem’s pricing is undisclosed. You need to reach out to their sales team for a quote.

Best For

Gem is a great sourcing tool for recruitment teams in large organizations and staffing agencies looking for a collaborative sourcing tool that can handle both inbound and outbound recruitment. Businesses in industries like financial services, life sciences, and manufacturing are especially well-served by this tool.

Gem in action
Reviewer's Rating
7/10

We use Gem daily for our sourcing and when replying to candidate responses. The responses will go to the connected email and allow our coordinators to access candidate data and move toward the next steps easily. We also use the reporting features to inform clients of the effectiveness of outreach. The data we are able to see allows us to better our email campaigns as well.

What do you like about this tool?
  • I enjoy the data collection/reporting features.
  • I enjoy the Chrome extension which automatically triggers when an email communication or linkedin email for example belongs to a sourced candidate we've sent outreach to.
  • I also enjoy the simple and clean layout of the software.
Why did your organization buy this tool, and how long have you used it for?

We wanted a more robust solution for talent searching/sourcing and outreach. I have used the tool for 5 months since we switched from Teamable. Gem allows us to automate candidate nurturing campaigns. It also allows us to easily view candidate data such as Linkedin profiles, contact info, etc in one place. Another great use for us has been the tracking data/analytics where we can view when candidates have opened messages, the links they clicked, how many times they viewed it, and more which helps us better our email campaigns.

What do you dislike about this tool?
  • The price is high compared to others.
  • Although the Chrome extension is useful the pop-ups can be disruptive.
  • The sensitivity of the AI- at times will mark non-interested replies as interested and vice versa which throws off our stats.
How is this tool different than their competitors?

Compared to others such as Teamable or Loxo, I would say Gem is much more intuitive when it comes to its integrations and design.

What Instructions should people think about when buying this type of tool?

The size of your company and pricing-this may not be suitable for smaller organizations due to the cost. Also, the reporting/analytical data you can capture is extremely useful but not necessary for all recruiting agencies.

How has this tool changed or evolved over time to meet users needs?

I have not used it long enough to say.

What specific type of user or organization is this tool very good for?

High Volume Recruiting

What specific type of user or organization would this tool not be a good fit for?

A small business/startup

Loxo

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Loxo
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Popularity Score
4 / 5
User Score
4.6 / 5
Product Score
4 / 5

Why we picked Loxo

Loxo has a massive proprietary talent database, with over 1.2 billion candidates to source from. But probably the best part about this platform is that it’s one of the few sourcing tools that can do both inbound and outbound recruitment—and it does them well.

PROS

  • 1.2+ billion professional profiles from 100+ data sources.
  • 250M+ talent profiles in niche industries including software engineers, tech, healthcare professionals, and life sciences.
  • Built-in multi-channel campaigns include emails, SMS texts, voice calls, and InMails.
  • The free plan includes unlimited user seats and jobs.
  • Consolidates AI sourcing, engagement, ATS, and recruiting CRM that can enrich candidate data automatically on a regular basis.
  • Outreach GPT assists users in crafting personalized candidate engagement.
  • Highly praised customer service.
  • Chrome extension aids in personalizing templates, sending inMails, viewing notes, and finding contact information.
  • Excellent customer service with a strong record of fast response times.
  • User-friendly resume parsing.
  • Friendly and visually appealing user interface.
  • Offers a convenient Chrome extension.
  • Allows client involvement in projects with direct interaction.
  • Regularly releases new product updates.
  • Includes a free plan.

CONS

  • Installing Chrome extension is a must-do to finish the software sign-up process.
  • Lacks Android app. Latest iOS app performs poorly.
  • So many add-ons, making pricing rather complicated.
  • AI sourcing can be slow at times.
  • Slightly higher pricing compared to similar tools.
  • Lack of an option to auto-anonymize resumes for blind screening.
  • Reporting is not particularly useful with certain useful metrics not tracked.
  • No Android app. Limited features and occasional performance issues on the iOS app.

Loxo sourcing tool screenshot

Loxo Review

If we line up the number of candidates accessible through some leading sourcing databases: Loxo: 1.2B +, SeekOut 800M+, and hireEZ 800M+, it becomes apparent: Loxo's talent database is vast!

Loxo doesn’t offer human spot-checking after AI sourcing as Fetcher does, but it provides matching candidate profiles much faster—within seconds vs. 24-48 hours. Two things stood out to us when checking out Loxo Source. First: The filters are remarkably precise. It even includes niche filters for talent in hard-to-fill sectors like tech and healthcare. Second: The AI now functions with job descriptions (JDs) regardless of their length (previously, it was picky about minimum word requirements for a JD).

Loxo Outreach lived up to expectations with its multichannel engagement campaigns. You can email, SMS text, InMail, and even voice call candidates—at scale. Another cool touch is the auto-fetch contact information: it lets users specify when the system should automatically retrieve candidate contact details, which could save recruiters from another round of tedious tasks.

Loxo provides users with the option to auto-fetch candidate contact info in one click
Loxo provides users with the option to auto-fetch candidate contact info in one click

The Outreach GPT feature left a strong impression on us. Besides offering pre-built templates for engagement campaigns, users can request the AI to generate content for them. We tested it out, and wow! Within seconds, the AI produced email content and sequences for us to review and edit.

Loxo Boost, introduced in May 2023, can auto-define the best job boards for specific roles. After you set a budget and hit Start, it automatically posts your job to relevant boards based on the job's criteria. Getting five matching applicants for $150 spent on our test wasn’t bad at all, but what impressed us more was the option to set a monthly allowance across all jobs—a blessing for those who like to stay safely within budget.

Unfortunately, Loxo’s mobile app is not so impressive—we had a hard time searching for candidates through our people database on the iOS app. Navigation was cumbersome and hiccups kept happening as we tried to edit candidate profiles.

While we appreciate Loxo’s pricing transparency, we feel that its breakdown of offerings into several add-ons can make things unnecessarily complicated.

Loxo Customers

13,000+ companies, such as Amazon, Randstad, Cigna, Lockton, and CT Assist have used Loxo for their candidate sourcing.

Loxo Pricing

  • Free lets you access Loxo’s ATS, recruiting CRM, and Chrome extension. It allows for an unlimited number of seats and jobs. However, additional add-ons are not included in this plan and must be purchased separately.‍
  • Basic has two sub-plans—Basic Limited costs $119 and Basic Unlimited costs $169 per seat per month when billed annually.
  • Professional and Enterprise have custom quotes.

Best For

Companies of all sizes can benefit from Loxo’s talent sourcing and outreach platform, though mid-sized corporations and agencies are likely to get the most out of it.

Loxo in action
Reviewer's Rating
5/10

When I’m sourcing on Linkedin, I use Loxo to add profiles in the talent pool and assign them to the existing jobs before contacting them. I also use it to find the contact info (personal emails) of candidates and post jobs on job boards. Being integrated with Gmail, it is useful for scheduling and sending emails. After some time, we started assigning the same profile from the database to different jobs that could potentially be interesting in the future.

What do you like about this tool?
  • The basic role of Loxo as an ATS for managing a smaller database of candidates is one of the main benefits in my opinion.
  • I appreciate that posting jobs is easy (it is also easy for candidates to apply).
  • The interface of the talent pipeline is really user friendly, so it is easy to move candidates throughout the stages - and close the placement in a visible way.

Why did your organization buy this tool, and how long have you used it for?

During mission-based projects for agencies, Loxo had been used primarily as one of the many tools to find personal email addresses and mobile numbers. It has proven to be useful for that purpose. It had a phase of being used as a CRM for creating lists of potential clients, as well as occasionally helping with job posting - though the main pool was built with sourcing.

I've been using it for half of the year.

What do you dislike about this tool?
  • First of all, Loxo doesn’t work without installing the Chrome extension (I wonder what would happen with the features for users of other browsers).
  • Moreover, the AI Sourcing feature is only available for some countries like the US and UK.
  • There are so many additional add-ons that require to be paid, in a way all about the recruitment process having been split on too small parts.

How is this tool different than their competitors?

Compared to some quite similar platforms (AI sourcing + talent pools + communication), Loxo can effectively be used as a CRM for business development too.

What Instructions should people think about when buying this type of tool?

You can start by testing its free job posting. Instead of paying individual job boards (like Indeed or Glassdoor), you can try to post on them via Loxo for free. Another helpful thing about Loxo is that it can sync with Gmail and calendar, so the status and communication with candidates gets updated and sorted in Loxo.

How has this tool changed or evolved over time to meet users needs?

From a few years back Loxo had been used mainly as our email discovery tool and email verifier, so advancing to find ATS/CRM platform with AI potential is a big leap in a way.

What specific type of user or organization is this tool very good for?

It might be good as a starter tool for a new recruitment agency or start-up.

What specific type of user or organization would this tool not be a good fit for?

I don’t think the available features and cloud space would be enough for big companies or recruitment agencies who had already built a big database of clients and candidates.

Why Talent Acquisition Teams Use Sourcing Tools

It's still incredibly difficult to find the best talent in many demographics: engineers, diversity candidates, experienced sales reps, etc.

Over the past decade, many companies have developed internal recruiting and sourcing functions to find the right talent.  As the market got tight, companies could either rely on expensive third party recruiters or start to do the work themselves.

However, even these internal teams can be stretched thin as the demands of a growing organization take their toll on your recruiting team.   This is where sourcing tools come in, and recruiting software in general.  This software/services category is all about building the top of your recruiting funnel with quality passive applicants.

Some of these tools are trying to be better and/or cheaper than a LinkedIn Recruiter license.  Some are trying to be your outsourced sourcing team.  And some are doing both.  All of them are what we’d consider to be part of an elite group of the best candidate sourcing software.

Regardless, these tools are all looking to increase your ability to build relationships with and hire the right people for your hardest to fill roles through AI sourcing, social media, .recruitment marketing, and various other talent sourcing methods.

Pro Tips on Candidate Sourcing Tools

Talent Sourcing Tool ROI Calculator

If you’re looking to buy a tool or service to augment your sourcing capability, here are our thoughts on how to calculate the return on investment.  Some key points in this calculator:

  • How to capture increases in recruiter productivity
  • How decreases in time to fill affects the organization
  • How sourcing tools can decrease agency fees

We highly suggest your use the video to the right in order to best understand how to use our calculator!

You can make your own copy of this google sheet here, or download in excel here.

Beyond the dollars and cents, there are also some non-economic benefits of using talent sourcing tools.  For example, the vast majority of recruiters we talk to do not like sourcing.  The idea of sending cold emails, and then playing phone tag with the people who are interested is very unappealing.  Optimizing or outsourcing these tasks means more time for your team to do the things they like, as well as think strategically.

Staying Organized

If you’re looking at buying a new sourcing tool, or using one of the managed services we have listed, you need to stay organized.  Chances are, you’re going to do at least 3-5 demos.  Unless you have a perfect memory, it’ll be tough to remember which tools have which features.  

Taking notes is great, but we recommend you do it in a structured way that objectively captures which vendors have which features that matter to you.  So, we’ve put together the below spreadsheet that comes with some sample questions, along with an easy to modify structure that will allow you to pick the right candidate sourcing tool for your business.

You can download the spreadsheet here.

Questions to ask Talent Sourcing Vendors on Demos

  • Where do you get your data?  Is your service GDPR and CAN SPAM compliant?
  • Is this a tool or a managed service or both?  What is the pricing difference between the two?
  • What automation features do you offer once candidates have been identified?
  • How do candidates/applications get into my ATS software?
  • What are your response rates, and interview rates from candidates?  Put another way, what percent of candidates that we’ll be reaching out to respond positively, and what percent want to interview?
  • How will applicants interact with this software during the hiring and onboarding processes?
  • How does the tool know about open positions and prioritize which ones should be actively sourced?
  • Does this solution help with interview scheduling, or integrate with an interview scheduling platform?
  • How will this tool integrate with the rest of my tech stack?
  • Can I use semantic search to query the database to find relevant candidates?
  • What analytics are reported to human resources/talent acquisition and on what frequency?
  • How does machine learning and/or AI sourcing play a role in this product?
  • Is your product able to use the analytics from our talent management platform to understand what types of candidates do well in our company?
  • Does this platform leverage social recruiting as one of the sourcing strategies?

Sourcing Tools vs Managed Services/Automated Talent Sourcing

There are two main ways that vendors in this space help with your top of funnel recruiting.  Some of these companies offer tools that your recruiters and sourcers can use to find and engage with potential hires.  These tools are very similar to LinkedIn Recruiter, but rely on emails vs inmails.

The second way companies in this category can help is by providing a managed service to drive more quality applicants into your pipeline.  You tell them the profile you’re looking for, and they do most of the work until the candidate is ready to interview.  The candidate either shows up in your inbox, or on your calendar.

While I think most of us would want to simply have calendar invites appear with the right candidates, there are some tradeoffs to the managed service approach.  The first is price.  The second is a potential loss of control in your process and how your employer brand is being portrayed.  However, we don’t believe this is a major concern as every vendor we talked to wants to work closely with their customers to ensure the right messages are being sent to the right people in order to preserve employer branding.

Here’s What HR Needs to Know About Sourcing Tools

Here are some of the points that we found (some) practitioners don’t understand when they first hear about sourcing tools:

  • These solutions can help you build relationships with D&I candidates by searching specifically for people that meet various criteria.
  • Hiring managers can also use these tools to streamline their own recruiting process, assuming they are taking an active role in top of funnel recruiting.
  • Companies that hire 10-100,000 people per year use recruiters.  Similarly, sourcing tools can help companies of almost any size.
  • No, candidates haven’t opted into this outreach.  Just like sales people can email you out of the blue as long as they follow various regulations, you can (and probably are) reaching out to candidates that haven’t “opted in” to your communication.  This tactic is the best way to get in touch with passive candidates and is very common across internal and external recruiting teams.
  • Utilizing a candidate sourcing tool in concert with other recruiting technology such as video interviewing or employee referrals can greatly magnify the effectiveness of your overall recruiting process, and therefore you should be thinking holistically about how you want your talent acquisition tech stack to look.
  • Many applications will not convert down the funnel into hires.  Employers that use a recruiting CRM can re-engage and nurture these applicants until they are a good fit for an open role.
  • These solutions can be a replacement for agencies and LinkedIn recruiter licenses. But, it’s more likely they’ll augment your other efforts than totally replace them.
  • A well run sourcing mechanism is great for getting people into your funnel.  But, if you have a poor candidate experience, onboarding, or culture generally, you will constantly be trying to fill a leaky bucket.

Candidate Sourcing FAQs

What is candidate sourcing?

Candidate sourcing is the act of proactively looking for potential candidates to fill open positions, oftentimes using recruiters or software platforms. 

Are there different solutions for sourcing candidates?

Yes, there are multiple different solutions for sourcing candidates. You can outsource sourcing to a recruiting firm, hire full-time recruiters to source for your company, or purchase a candidate sourcing software solution. 

What is a candidate sourcing platform?

A candidate sourcing platform is a software solution designed to make your sourcing process more efficient by automating or outsourcing the parsing of job boards, databases, employee networks and social media websites. 

How can candidate sourcing tools enhance the recruiting process?

Candidate sourcing tools make the hiring process much more efficient. By automating or outsourcing the busywork of scouring networks and databases for the best talent, your HR team will save lots of time. In addition, your team will see a decrease in time to fill thanks to a wider talent pool from sourcing efforts.

Final Advice

Recruiting software can supercharge your talent acquisition efforts.  However, it’s one piece of your recruiting process, and doesn’t take the place of a strong human resources team when hiring and onboarding new employees.  From the beginning of recruitment through employee onboarding, it’s important to have a human touch that takes into consideration the needs of the humans involved.

That said, leveraging machine learning and AI for your candidate sourcing is a great way to drastically scale your ability to get in front of the right applicants.  If your team’s sourcing process lacks technology, you are at a huge disadvantage relative to your talent competition.  Moreover, relying solely on job boards or employee referral programs is a surefire way to miss your recruitment goals.

Our advice is to make a list of your priorities, and figure out the 2-3 within your existing recruitment process that need the most help.  Maybe it’s adding a recruiting crm, video interview software, or another type of recruiting tool.  Whatever the case, we hope this page, and our site generally, is helpful for you to make the right decisions for your business.  Enjoy!

About Us

  • Our goal at SSR is to help HR and recruiting teams to find and buy the right software for their needs.
  • Our site is free to use as some vendors will pay us for web traffic.
  • SSR lists all companies we feel are top vendors - not just those who pay us - in our comprehensive directories full of the advice needed to make the right purchase decision for your HR team.

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