Feature: Talent Exchange
Keep candidate movement from becoming another spreadsheet.
Talent Exchange gives recruiters and hiring managers one operating layer for stages, feedback, handoffs, and skills-first review so strong candidates do not disappear between tools.
How it works
From integration to outcome
Move Matches Into Stages
Bring matched or reviewed candidates into defined stages with the skills context attached.
Keep Reviewers Aligned
Coordinate feedback, ownership, and decisions without losing the reason a candidate matched.
Protect Candidate Momentum
Spot stalled handoffs and move strong candidates forward before the process goes cold.
Keep strong candidates from disappearing between tools.
Structured candidate stages that support consistent evaluation and hiring discipline.
The Problem
Candidate momentum disappears when every handoff has its own system.
Even when sourcing and screening improve, the hiring process can still fracture once candidates enter the pipeline. Notes live in different places, stage movement becomes inconsistent, and reviewers lose the context behind the match.
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The Solution
Talent Exchange keeps the match, stage, and next action in the same workflow.
Recruiting teams manage evaluation from one structured operating layer. Skills context follows the candidate, handoffs are clearer, and pipeline movement becomes easier to govern without another spreadsheet.
Talk to SalesStructured Candidate Stages
Reduce ambiguity in stage movement and give recruiting teams a clearer process to manage.
Better Evaluation Coordination
Improve consistency across handoffs and reduce process breakdowns between recruiters and hiring teams.
Clearer Process Visibility
Give teams better operational visibility into hiring progress and workflow health.
“The candidate pipeline lets me save and organize shortlisted candidates without exporting to a separate ATS. Our time-to-shortlist dropped from about three weeks to five business days on our last two requisitions.”
Elena Petrova, Talent Acquisition Lead, Canadian Shield Energy
FAQ
Common questions about the Talent Exchange.
Talent Exchange is a structured evaluation layer for skills-first hiring workflows — particularly for transition talent, internal mobility, and redeployment. It can run alongside your ATS for skills-informed stages, or serve as the primary pipeline for transition-specific hiring where a full ATS is not needed.
Yes. Talent Exchange integrates with major ATS platforms so candidate stage, feedback, and skills context sync without manual duplication. Integration scope is configured per tenant.
When a candidate enters the pipeline from Ture matching or name-blind review, their SkillsID profile, match rationale, and evaluation history travel with them. Reviewers see why a candidate matched before they add their own assessment.
Yes. Hiring managers get a live view of candidates in their assigned stages, with feedback, ownership, and next actions visible. They can also see stalled handoffs so strong candidates do not go cold.
Ture flags stalled candidates based on configurable time thresholds. The system surfaces them to the pipeline owner so the next action — follow-up, escalation, or closure — happens before momentum is lost.
Bring discipline to your transition-talent pipeline.
Give your team a clearer way to move candidates through evaluation, reduce workflow friction, and manage the funnel with more consistency.
