Sourcing Internal Data

Easily rediscover candidates already in your Discovered database and connect them to open jobs.

Overview

The Source Internal Data feature helps you leverage your existing candidate pool when filling new roles. Instead of starting from scratch, Discovered automatically runs a pre-populated search using details from the job posting (like location and job description). This generates a shortlist of potentially relevant candidates you’ve already interacted with. You can then review, refine filters, and copy selected candidates into the new job posting. Automated workflows are paused by default for these candidates, recognizing that they are sourced rather than new applicants.

How to Sourcing Internal Data:

1. Access the job posting

Go to the job where you want to add sourced candidates.

Open the Find & Evaluate Talent tab.

2. Start internal sourcing

Scroll to Add Candidates and click Invite candidates from previous jobs.

Discovered will automatically run a pre-populated search using the job’s location, description, and other details.

3. Review and refine results

Browse the suggested candidates and check their skills, job titles, and resumes.
Adjust or remove filters to improve accuracy and submit feedback if results need refinement.

4. Select and move candidates

Choose candidates you want to bring into the job.
Click Copy to Another Job Posting, select the target job, and confirm.

Automations are paused by default, but you can enable them if needed.

Why This Matters

Sourcing internal candidates reduces time-to-hire by re-engaging people already in your pipeline. It ensures you don’t overlook strong past applicants while aligning your search to the specifics of the new role.

Use Cases

Revisiting strong past applicants for similar roles that recently opened.
Re-engaging silver-medalist candidates who were finalists in previous searches.
Filling hard-to-source positions by tapping into existing talent data before external outreach.
Standardizing sourcing efforts with auto-generated searches tied to each job posting.

Best Practices

Start with pre-populated filters. They’re optimized based on your job post, saving setup time.
Always review skills and job titles. A candidate may have transferable experience not obvious at first glance.
Iterate on filters. Remove unnecessary ones or add new ones to expand or narrow results.
Provide feedback. It improves future search accuracy.
Use “Copy to Another Job Posting.” It’s the fastest way to move selected candidates into your current pipeline.

What Happens Next

Selected candidates are copied into the new job posting.
Automations are paused by default to prevent misclassification as applicants.
You can begin outreach manually or apply automations if needed.
Feedback and filter refinements help improve future sourcing accuracy.

With Source Internal Data, your past candidate pool becomes a powerful recruiting resource, making it easier to fill open roles quickly and effectively.