Start talent pooling for tomorrow
Recruit proactively with Tribepad CRM and talent pooling. Get people into pipelines; not bums on seats.
Today demands relationship-led recruitment
Most recruiters are inundated with too many applicants but too few qualified candidates, especially in the AI era. Time-to-hire and costs skyrocket. Tempers fray. Patience plummets.
Break the cycle with Tribepad’s CRM and talent pooling tools.
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Source and hire faster
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Increase sourcing efficiency
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Improve application quality
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Maximise sourcing ROI
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Meet strategic hiring goals
Talent pooling makes every candidate count
Build relationships with good people for tomorrow, even if you don’t hire them today.
Segment candidates into talent pools based on skills, experience, interest, location – whatever makes sense for your hiring strategy.
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Ringfence hard-to-find profiles
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Keep in touch with silver medallists
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Build relationships with passive talent
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Monitor your internal movers
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Track leads from careers events
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Prioritise diversity and representation goals
Then keep people engaged with personalised SMS and email comms, event invites, content, and job alerts that build connection over time.
Banish sourcing siloes
Talent pooling means every recruiter benefits from everyone else’s sourcing efforts.
Dissolve unproductive siloes and banish rework by pulling your best people into pools.
Smart tagging, filtering, and AI-powered search make it easy to surface the right candidates fast, while rich profiles give your team full context in a click. Done and dusted.
Run awesome campaigns
Less firefighting, more forward-thinking. Create, manage, and track recruitment campaigns with features like:
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No-code landing page builder
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Bulk email and SMS
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250+ customisable templates
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Ad-hoc or scheduled emails
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Robust tracking and reporting
Stop filling jobs; start building communities. Tribepad’s CRM and talent pooling gives you the tools to nurture talent proactively, so people are good-to-go when you need them.
Slash spend and build resilience
External sourcing channels are expensive, competitive, time-consuming, and outside your control. Create your own, owned pools of engaged talent, to reduce external reliance, make your sourcing more resilient, slash spend, and hire faster.
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Slash agency and advertising spend
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Reduce reliance on external sources
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Make sourcing more resilient
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Source and hire faster
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Build long-term value into the hiring function
Turn your database into your biggest asset with Tribepad CRM and talent pooling.
Improve your ‘yes’ odds
Active jobseekers often apply to 100+ roles. Great people are batting off interest with a stick. Even when your processes are perfect and the fit’s right, the odds are stacked against you.
Unless you’ve built relationships, long before their CV hits Indeed.
How retail and hospitality recruitment teams can use talent pools to hire faster
Talent shortages are a major hurdle for retail and hospitality recruitment. But what can recruiters do about it? We’ve got 3 reasons talent pooling makes particular sense for your recruitment, a step-by-step process for building talent pools that overcome talent shortages, and some practical ideas to nurture your candidates and turn talent pools into talent communities.
CRM & Talent Pooling FAQs
What is talent pooling in recruitment?
Talent pooling is the practice of building and maintaining groups of potential candidates for future roles. Instead of recruiting only when vacancies arise, organisations proactively engage people with relevant skills or interests. Talent pools help reduce time-to-hire, improve candidate quality, and create more sustainable recruitment pipelines.
How does a recruitment CRM support talent pooling?
A recruitment CRM supports talent pooling by securely storing candidate information and enabling ongoing engagement over time. It allows recruiters to segment candidates, track interactions, and re-engage people when suitable opportunities arise. This turns past applicants and prospects into an active, reusable talent resource.
What is the difference between an ATS and a recruitment CRM?
An ATS focuses on managing live vacancies and applications, while a recruitment CRM supports long-term candidate relationships outside of active hiring. Many modern platforms combine both, allowing organisations to manage immediate recruitment needs and build future talent pipelines within a single system.
How can talent pooling reduce time-to-hire?
Talent pooling reduces time-to-hire by giving recruiters access to pre-qualified candidates before roles are advertised. Instead of starting from scratch, teams can quickly identify and engage people who already match the role requirements. This is particularly valuable during peak hiring periods or when roles need to be filled quickly.
Can talent pooling improve candidate experience?
Yes, talent pooling can improve candidate experience by enabling more personalised and timely communication. Candidates stay informed about relevant opportunities and feel valued even when they are not selected for a role immediately. A positive, ongoing relationship helps strengthen employer reputation and trust.
How does talent pooling support workforce planning?
Talent pooling supports workforce planning by giving organisations visibility into future talent availability. Recruitment teams can identify skills gaps, anticipate upcoming hiring needs, and engage candidates ahead of time. This creates breathing space and reduces pressure during periods of change or increased demand.
Is talent pooling compliant with GDPR and data protection requirements?
Talent pooling can be GDPR-compliant when supported by clear consent, transparent communication, and defined data retention policies. A recruitment CRM helps organisations manage candidate data responsibly, control access, and ensure individuals understand how their information is used and stored.
How does Tribepad support CRM and talent pooling?
Tribepad supports CRM and talent pooling by enabling organisations to build, manage, and engage talent pools alongside their applicant tracking system. Its tools help recruiters maintain relationships with candidates, segment talent effectively, and create a more proactive and planned approach to recruitment.