Concepts.
Plain definitions of sourcing, talent mapping, proactive recruiting, ATS versus AI recruiter, AI versus human recruiter, and time to hire.
22 articles
Fast Search and Deep Search: how to search for candidates in Metix AI
Fast Search shows who fits a role in seconds. Deep Search scores each person against your criteria. An AI Agent carries the role to booked interviews. Here is how each one works, with real recordings.
Hiring AI engineers: define the production work before the title
An AI title can conceal several jobs. Define the production work, separate ownership from dependencies and choose evidence that fits the actual role.
Quality of hire: check the cohort before making a score
Missing reviews and different observation windows can distort a quality-of-hire score. Read the cohort, record the gaps and compare the same work at the same age.
Offer acceptance rate: choose the denominator before comparing
The same offers can yield different acceptance rates. Keep revisions, pending responses and company withdrawals visible, then compare like-for-like cohorts.
Employee referral program template: handoffs and unresolved cases
Give each referral a receiving owner and a next check. Keep disputed credit and incentive decisions visible until the company resolves them.
Candidate experience survey: questions and response coverage
Use an editable questionnaire and a local batch checker to separate the experience you heard from the people who did not reply.
Candidate shortlist template: evidence, questions and next actions
Hand a reviewer the evidence and unresolved questions behind each candidate, with an editable CSV and a local record check.
Recruitment funnel metrics: count one cohort at a time
Give each contact the same observation time, keep the people and stage definitions consistent, and put the denominator next to every rate.
Passive candidate email template: write from evidence
Explain why the opening is relevant without inventing interest or fit. Use the editable worksheet to check the message before you approve it.
Boolean search for recruiters: test your strings
A tighter search can hide the person you hoped to find. Test the field, the wording and the exclusion before you trust the result.
GitHub sourcing: people search and project evidence
Find an account, inspect a project, then ask what the evidence actually supports. A public engineering role and a merged change show how to keep those steps separate.
Free resume search for employers: access limits and a usable log
Separate a free search result from readable evidence, contact access and a paid trial. Then use one approved vacancy to decide what to review next.
Recruiting intake meeting template: from requirements to a usable brief
A useful intake ends with decisions someone can act on. Copy the blank form, inspect the filled example and agree on what evidence would justify contacting a candidate for your real opening.
AI recruitment tool vendor comparison template
Two demos can make very different products look equally capable. Give both vendors one real role, one review rubric and the same definition of a useful result.
What is candidate sourcing? A list is not a hire
You have a role to fill and too few relevant applicants. Sourcing is the work of finding people who have not applied and opening a conversation with them.
Talent mapping: know where to look.
Where should you look before you search? A practical guide to finding skill concentrations, questioning source-company assumptions, and writing a sharper hiring brief.
Active sourcing vs passive sourcing: why outbound stalls
Posting the role has not produced enough relevant applicants. Active sourcing gives someone responsibility for finding and contacting people directly, then keeping those conversations moving.
Proactive recruiting: search before the req opens
A likely role is taking shape, but headcount has not been approved. Use that time to test the brief and understand the market without promising candidates a job that does not exist yet.
ATS vs AI recruiter: what's the difference?
Your candidate records may be organized while the next interview is still missing. Separate the system that records the process from the work needed to bring people into it.
How to reduce time to hire without lowering candidate quality
Find the handoff that is waiting, name the next owner and keep the hiring evidence. A downloadable CSV and calculator separate completed waits from open age and missing events.
AI recruiter vs human recruiter: tasks, cost and outcomes
The useful question is which recruiting tasks need to move, and who should own them. Search volume, candidate judgment and a difficult closing conversation place different demands on the team.
Recruiting agency vs RPO vs software: what each hands back
Choose recruiting help by the work someone will operate, the evidence they hand back and the exceptions your team will keep. A category name or billing unit leaves those details open.