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Sourcing runs as a conversation: you describe who you’re looking for, the agent searches and scores, you review the results. Open the job’s Sourcing view and describe the profile in the chat, the way you’d brief a recruiter — the experience that matters, location, anything to avoid. The agent turns your brief into explicit criteria that you can check and correct before the search runs.

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What the agent does

It searches professional data sources and the open web, then evaluates every profile it finds against the criteria. Each candidate gets a score and a short explanation tied to their background, so you can see why they ranked where they did.

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Review the results

Found candidates appear in the Sourcing view, ranked by score. Go through them and accept the ones worth pursuing; pass on the rest. Your decisions feed back into what the agent looks for next. If the results show you the brief was off — too many big-company profiles, wrong seniority — say so in the chat. The agent updates the criteria and re-scores; you don’t start over.

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After the shortlist

Accepted candidates are ready to contact. The usual next step is enrolling them in an outreach sequence.