Smart Candidate Sourcing
Find qualified candidates, assess them automatically, and trigger sourcing actions with human oversight.
Finding a site supervisor or a qualified technician rarely comes down to one CV database: profiles move between internal pools, LinkedIn, unsolicited applications received by email, and informal referrals, in formats and levels of detail that vary widely.
Fasfox builds systems that read and score these profiles against a competency grid the company defines, then draft a first outreach message for the recruiter to adjust before sending.
A candidate pool split across LinkedIn, internal files and unsolicited applications
For a maintenance technician or site supervisor role, applications arrive through channels that do not talk to each other: a two-year-old internal database, LinkedIn profiles that need manual searching, unsolicited CVs received as attachments, and referrals mentioned in a meeting. The recruiter who has to cross-check these sources spends part of the week opening CVs in PDF, Word or LinkedIn export just to see whether they fit the role.
The pilot runs on twenty CVs already sorted by hand
A demo nearly always succeeds: it runs on a batch of clean, pre-selected profiles. In production, the system receives scanned CVs, incomplete applications and vague job titles, and the relevance score becomes less reliable. The real bottleneck is not always finding profiles in the first place: if operational managers do not act on shortlisted candidates within a few days, the list goes stale and the upstream speed gain is wasted.
A competency grid before the first score
The system can only score profiles once the company has already spelled out what it is looking for: required skills, experience level, disqualifying criteria. When the role’s definition shifts every month, or that grid does not yet exist, automation adds noise rather than speed. It also needs a named owner able to act on suggested contacts within a short window.
The first message stays with the recruiter
Once the grid is in place, the system reviews available profiles, ranks them by fit, and drafts a first outreach message. The recruiter reviews it, adjusts the tone, and decides who gets contacted and in what order; interviews and the hiring decision stay with operational managers. We advise against automating the send itself: a message that reads as generic damages the employer brand more than it saves time.