AI talent sourcing, from brief to shortlist
Talent sourcing is the part of recruiting that happens before anyone applies: deciding who should be in the pipeline, finding them, and working out which of them is worth an hour of a hiring manager's time. Nyne Talent Search is built for that step and stops there - it is a sourcing and evaluation surface, not an applicant tracking system and not an outreach automation platform.
The difference from keyword sourcing is that the ranking is auditable. You get a score and the reasons for it, not an opaque relevance order you have to take on trust.
You need a Nyne account to run a search. Talent Search spends your Nyne workspace credits, so it signs you in first.
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What the tool does
A single brief produces a page of candidates, each scored against your criteria and annotated with the evidence that produced the score. From there the work is triage rather than searching.
- Search
- A natural-language brief plus twenty optional structured filters across the person, their education and their employer.
- Score
- A 1-5 fit score per candidate with per-criterion evidence, and editable ranking criteria so the score reflects what you actually care about.
- Enrich
- Each returned candidate is enriched individually, appending work history, education and any contact details that can be found.
- Shortlist
- Keep candidates across searches, compare them with Candidate Copilot, and export the result as CSV.
Where sourcing tools usually go wrong
Keyword sourcing rewards people who describe themselves the way the index expects. That is a writing skill, not a job skill, so a keyword-first pipeline systematically over-selects for candidates who are good at profile copywriting and under-selects for the ones who are not.
Describing the role instead of the resume moves the matching to what the person did. The scoring then has to justify itself: every result shows the phrases behind it, so a match on the word rather than the meaning is obvious immediately instead of surviving to a screening call.
What it deliberately is not
It does not send email, it does not manage a pipeline through stages, and it does not screen inbound applicants. Those are separate products with separate jobs, and a sourcing tool that pretends to be all three is usually poor at each. The output is a shortlist with evidence, in a form you can take into whatever you already use.
Signing in
Nyne Talent Search is an account product. Searching runs against your Nyne workspace and spends your workspace credits, so you sign in first.
Common questions
What is AI talent sourcing?
Talent sourcing is finding and qualifying candidates before they apply. AI talent sourcing replaces keyword and Boolean queries with a description of the role, and uses a model to rank the people found against that description. The useful implementations show their reasoning, so a recruiter can check the ranking rather than trusting it.
How is this different from a Boolean search on a job board?
A Boolean query matches strings on a profile. A brief describes the work the person should have done, and the results are scored against it with the matching evidence attached. In practice that surfaces people whose profiles do not use your vocabulary, and it makes a false positive visible before you spend a screening call on it.
Does it replace an applicant tracking system?
No. Nyne Talent Search covers sourcing and evaluation only. There is no pipeline management, no scheduling and no inbound application handling. Shortlists export as CSV so they can move into whatever system you already run.
Can I control how candidates are scored?
Yes. The ranking criteria are editable before you search, and each criterion appears in the per-candidate evidence, so you can see which of your requirements a given person actually satisfied.