An agency’s own candidate network and the wider marketplace solve different parts of sourcing. Start with familiar candidates, then bring additional permitted profiles into a client shortlist when the brief needs more choice.
Confirm the role, responsibilities, location, work type, expected pay and relevant experience. Use multiple role or location selections where equivalent experience or several worksites are acceptable. Keep the search focused on requirements relevant to the work.
Review the candidates connected to your organization and its private imports. Read current saved details and the profile-update date; a saved profile is not confirmation that the person is still available. Reconfirm interest and notice period with the candidate.
Expand into permitted marketplace profiles if your own database lacks a fit. Review the displayed contact-access cost and period before using credits. Paid access is permission to use the covered platform service, not ownership of a candidate’s personal information.
Select relevant candidates and check that sharing permission is in place. Use the protected, expiring shortlist link and its configured access controls. The client can review the information shared and record the supported feedback without creating a platform account.
Tell the client what the shortlist covers, when the link expires and how to request an interview. Review feedback in the workspace and coordinate interview invitations with the candidate and hiring participants.
Keep permitted candidate records and community relationships organized. Update the brief for the next vacancy and reconfirm availability rather than repeatedly requesting the same CV. Global field rules and consent continue to apply.
For account or workflow questions, contact contact@truematchhr.com.
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