The right title is only the start.
Your client needs someone who has sold to a particular buyer, worked on a specific technology, or operated in a certain market. A keyword match gives you someone to investigate, not the answer.
Built for agency recruitersTurn
Turn
search results into a scored shortlist.
AI candidate research for agency recruiters. Research profiles and employers, score candidates against your client's requirements, and review the evidence before deciding whom to contact.
From $287/month.
30-day money-back guarantee on Basic. No questions asked.
New customers' first Basic payment. See terms.
I'm Manu, founder of TalentSourcer AI.
Watch me turn a client brief into candidate checks you can review.
Explore the full agency workflowYour own criteriaProfile + employer researchEvidence you can reviewAdd your own findings
01 / WHO IT'S FOR
Plenty of possible candidates. A very specific brief.
Built for recruitment agencies filling specialist roles, where a search gives you a long list of possibilities and each profile needs a closer look.
You get the most value when this research is a regular part of your team's workload, across large candidate pools or recurring client assignments.
Your client is waiting. You're still opening profiles.
Every profile means another employer to look up and the same requirements to check. Across a long list, that research delays your first candidate conversations. TalentSourcer AI does the first research pass so you can get to the evidence, make your decisions and contact promising candidates sooner.
You need a reason to put someone forward.
A list of names isn't enough. You need to know what supports the match, where the gaps are and what to ask in a conversation. Review the supporting evidence and add what you know before making the introduction.
02 / HOW IT WORKS
Check candidates against the same brief.
Choose a role you're working on. Set the requirements, then use them to research your candidate pool.
Set the criteria
Turn the client's requirements into must-haves and preferences. Review them before any candidate is assessed.
Research the candidate pool
Check profiles and employer context against the brief. See the reasoning and the questions the available evidence cannot answer.
Make your shortlist
Review the results, add what you've learned, and choose whom to contact. Candidate conversations establish interest.
03 / SEE THE REASONING
See the fit before you reach out.
See where a candidate meets the brief, falls short or needs a closer look.
Review the evidence behind the score. When the picture is unclear, your recruiters make the judgment call.
You define what counts.
Give each requirement a title and a description that tells the AI how to judge it.
- Requirement
- B2B closing experience
- How to assess it
- Count experience owning sales through to a signed contract with a business customer. Booking meetings alone does not meet this requirement.
See which requirements narrow your pool.
Talent Pool Insights shows the impact of changing one requirement's priority across the candidates you've checked.
- Must-have → Nice-to-haveWho comes back into consideration?
- Nice-to-have → Must-haveWho would be ruled out?
Use the counts and candidate lists to discuss trade-offs with your client.
BRIEF / ACCOUNT EXECUTIVEFictional example
Alex Taylor
Account Executive · Northstar Software
50%Fit on assessed criteria
Must-have gaps3 of 4 criteria assessed
Client's must-have requirements
B2B closing experienceMet
Profile describes closing contracts with business customers.
5 years of SaaS closing experiencePartly met
Four years of SaaS closing experience are listed.
Currently based in GermanyNo
Current profile location is London, UK.
Experience selling to healthcare buyersUnknown
The profile doesn't specify the customers Alex sold to.
How is fit calculated?
These four must-haves have equal weight. Met earns full credit, Partly met half and No zero. Unknown is excluded from fit, so this example scores 1.5 out of 3 assessed criteria: 50% fit, with 75% evidence coverage.
The score summarizes the assessment. It isn't a probability of success or a substitute for reviewing must-have gaps.
04 / FITS THE ASSIGNMENTStart with research.
Start with research.
Build from there.
Research employers, review candidates and prepare outreach within the same project.
Explore the agency workflowMarket research & briefings
Research target companies and turn the client's requirements into criteria you can review and edit.
Candidate & employer checks
Check profiles and employers against your criteria. Review each result and add your own findings.
Contact enrichment
Look for contact details after deciding which candidates are worth pursuing.
Personalized outreach
Use the role and candidate context to prepare messages, then review them before sending.
BUILT FROM RECRUITING EXPERIENCEThe repetitive research.
The repetitive research.
The context that gets lost.
Manuel Biermann built TalentSourcer AI after working on recruiting and sourcing operations through Talmore+. He wanted to spend less time repeating profile research and make it easier to keep track of why a candidate was worth contacting.
Meet the founderTHE PLACEMENT MATH
What's your next placement worth?
$5,000? $10,000? More?
A full year of TalentSourcer AI Basic costs $3,444.
$287/month, paid monthly. All prices in USD.
If it helps you make just one extra placement, that could cover the whole year.
Start with the role you're working on now. Research your candidate pool. See who deserves a closer look.
Get startedTry Basic with a 30-day money-back guarantee on your first payment. New customers only. Once per customer or organization. See terms.
Whether one placement covers the subscription depends on your fee and placement costs.
05 / START WITH ONE ROLEPut Basic
Put Basic
to work.
Basic includes 6,000 monthly credits and three LinkedIn accounts. That's up to 1,500 new candidate checks with managed AI if you use the allowance only for checks.
Enrichment and managed campaign generation use the same credit balance.
BASIC
$287/month
Managed AI included for candidate checks.
BYOK available if you prefer.
Is this built for recruitment agencies?
Yes. TalentSourcer AI helps recruiters research candidate pools against a client's requirements. Start with one role, review the evidence, and decide whom to contact.
Do I need my own AI API key?
You don't need one for paid candidate checks or company analysis. Those include managed AI. You can connect your own key if you prefer, known as bring your own key or BYOK. With BYOK, checks use fewer application credits and your provider bills you separately for AI usage.
Does a shortlist mean the candidates are interested?
No. The research helps you decide whom to contact. Ask the candidate about their interest, availability and reasons for considering a move.
What if a profile is missing important information?
Missing evidence is different from a confirmed mismatch. Review the explanation, investigate further, or add what you learned from your own research and conversations.
Can I use it alongside my ATS?
Yes. Use TalentSourcer AI for candidate research alongside your ATS. Ask us which import and export options support your setup. CSV support does not mean a native connection or automatic sync.
How does the Basic guarantee work?
If TalentSourcer AI isn't right for your agency, request a full refund of your first Basic subscription payment within 30 days. No questions asked. For new customers only, once per customer or organization, on their first Basic subscription payment. Resubscribing, upgrading an existing subscription or creating another account does not renew eligibility. Separate add-ons and external provider charges aren't included.
Your next assignmentYour criteria.