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Candidates

Sourced and surfaced 24/7, ranked against the people who already perform on your floor.

The operational problem

The people who would thrive at your operation are rarely the ones actively searching a job board at 11am on a Tuesday. Many of them aren't actively searching at all. Traditional sourcing reaches the candidates with the most polished applications — not the candidates with the best chance of performing on your floor. By the time a recruiter has time to look, the productive ones are already working somewhere else.

How Array HQ solves it

The sourcing agent runs continuously across active and passive channels, including candidates who aren't on job boards. Every candidate is matched against the top performer profile for the job. Recruiters see a ranked, evaluated list — not an applicant tracker dump.

How it works

The sourcing agent

  • Runs 24/7 against every open job.
  • Reaches active job boards, passive social channels, and referral networks.
  • Tags each candidate with the source so you can see what converts.

The ranking

Each candidate gets a profile match score against the job they're sourced for. The score is built from observable signals — work history, role tenure, location, demonstrated behaviors — not demographic or self-reported traits. Recruiters see the score, the signals behind it, and the source.

The recruiter workflow

Recruiters open the candidates list filtered to a job. They can:

  • See the top-ranked candidates first.
  • Open a candidate to see the signals behind the rank.
  • Move a candidate into screening.
  • Mark a candidate as not a fit, with a reason that feeds back into the profile.

The feedback loop — recruiter decision plus eventual post-hire performance — is what sharpens the profile over time.

What you'll be able to do

  • Keep a steady flow of candidates without recruiters manually posting and re-posting.
  • Reach passive candidates who would never apply to a job board.
  • See, for any candidate, exactly why they ranked where they did.
  • Watch the profile sharpen as you make hires and the post-hire data lands.

Key terms

Term Meaning
Candidate A person being evaluated for a job.
Sourcing agent The autonomous worker that finds and ranks candidates.
Profile match The score against the top performer profile for the job.