Concepts.
How the hiring market actually splits, and the ideas behind outcome pricing.
8 articles
What candidate sourcing actually is
Sourcing finds people who have not applied. Recruiting finishes the hire. Most tools stop at a list. Ask what lands on the calendar.
Read →Talent mapping is a picture of the market, not a hire
A map shows who works where and who is stuck. It does not book the interview. Use it to write the bar. Then run the search.
Read →Active sourcing is a continuous job
Outbound search works until the week fills with other work. The stall is follow-through, not Boolean. Tools that hand back a list do not fix that.
Read →Proactive recruiting is search before the req is on fire
The 44-day fill clock includes days nobody was looking. Write the bar early. Keep the conversation alive. A stale spreadsheet is not a pipeline.
Read →ATS vs AI recruiter: what's the difference?
An ATS governs the interview record. An AI recruiter creates qualified conversations. You may need one, the other, or both, connected.
Read →How to reduce time to hire without lowering candidate quality
Split the hiring clock into waiting, evidence, and decision. Cut the first. Redesign the second. Pair every speed metric with a quality guardrail.
Read →AI recruiter vs human recruiter: tasks, cost and outcomes
AI recruiter and human recruiter compared by task, cost unit, and outcomes. Hybrid is the usual answer. The employer keeps the decision.
Read →Every hiring tool sells one slice of the work
Every hiring tool sells one slice of the work and hands the rest back. How the market really splits, how usage-based pricing works, and how Metix AI delivers interview-ready candidates.
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