AI Candidate Sourcer | Sistava HR Team
Sourced from LinkedIn, niche boards, and your own ATS history.
The HR Team is a team of AI Employees on Sistava.
Sourcing dies on volume without quality. We pull from LinkedIn, the open web, your own past applicants, and a premium professional database, then score every candidate against the role requirements before you see a name.
You work qualified candidates only. Time-to-first-interview drops because the funnel has signal, not noise.
The mechanics matter more than the promise here, so here they are. On the paid plans the search runs against a premium database of over a billion professionals, filtered by role, seniority, industry, company size, and location, with verified work email where it exists. On the free plan the same search runs on the open web instead, which is slower and thinner but not nothing. Either way the shortlist lands in your CRM as real contact records rather than a list pasted into a document, so the next step has somewhere to start from.
Sourcing is one job inside a single senior AI HR Manager who owns your whole people function, which is why the shortlist already knows what the job post said, what the screening bar is, and who was rejected last month and why. Nothing gets re-explained between steps because there are no steps between people.
What it will not do is decide who is worth hiring. It ranks against the criteria you gave it and shows the reasoning per candidate so you can argue with it. If the bar is wrong, the shortlist is wrong, and the fastest fix is to correct one shortlist out loud rather than rewrite the job description.
What you get
- Searches LinkedIn, the open web, and a premium professional database
- Scored against the role requirements before delivery, with the reasoning shown
- Verified work email surfaced where the record has one
- Candidates land in your built-in CRM, not a throwaway spreadsheet
- Past applicants re-scored against new roles instead of going stale
- Duplicates against in-flight pipelines filtered out before you read the list
How it works
- Read the role: Job description, level, location, comp band, must-haves, nice-to-haves.
- Search every pool it can reach: LinkedIn, the premium prospect database on paid plans, the open web, and your own past applicants.
- Score and deliver: Best-fit candidates ranked, with the why attached to each one.
- File it where work continues: Contacts written into the CRM and a card opened on the task board so the shortlist has an owner and a next action.
- Refresh, do not restart: The list keeps building while the role is open, deduped against everyone already in flight.
FAQ
Does it use my past applicants?
Yes, if that history is somewhere it can reach: your ATS once connected, a spreadsheet, or files you upload. People who were close but not hired get re-scored against the new role rather than forgotten.
What about passive candidates?
Most of the list is passive. Public work, current role, and tenure are the signal, and the outreach itself is a separate step so nobody gets messaged before you have looked at the list.
How good is the contact data?
On paid plans it comes from a premium database with verified work emails, supplemented by an email-finding tool. It is good, not perfect, and a bounce is treated as a data problem to fix rather than a person to drop.
How long before the first useful shortlist?
Usually the same day for a role with a clear brief. The first list is the one to be blunt about, because the correction you give on it is what the following lists are built from.
Does it message anyone automatically?
No. Sourcing builds the list. Sending is a separate capability and anything that leaves your workspace can be put behind an approval card that waits for your yes.