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Sourcing and talent CRM

Sourcing and talent CRM

Build relationships that outlast a role.

Reach people through the channels that work for you, and keep their experience together in one talent CRM. Elevator by Superset helps your team nurture relationships and rediscover relevant candidates when a new opportunity opens.

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Posting and careers site

Reach candidates from one workspace.

Publish approved roles to your careers site, job boards, LinkedIn, referrals and agencies. Your branded careers site connects directly to the hiring pipeline, so applications arrive against the right requisition.

What’s included
  • Search, department and location filters, role cards and an apply flow, with posting states of live, draft and closed
  • Recommended roles use the same fit logic recruiters see, so a candidate never sees a strong match where the recruiter sees a D
  • A careers-site assistant finds roles, answers process questions and takes the application in one conversation
Where applications go next

Channel economics

Understand what each source brings.

Connect channel costs with hiring outcomes. Compare applications, interviews, offers and hires alongside time to hire, acceptance and retention, giving your team a fuller picture of where to invest.

What’s included
  • Cost per hire, time to hire and retention per source, computed live from the record
  • Sources: referral, agency, job board, LinkedIn, careers site, rediscovery, events and more
  • The source ROI dashboard puts channel quality beside channel spend
Explore analytics and reporting

Candidate 360 and talent pools

Keep the whole relationship in view.

Bring applications, assessments, interviews, offers and notes together in one candidate record. Build curated talent pools or saved searches that refresh nightly, ready for the next relevant opening.

What’s included
  • Facets: skill, years of experience, current company, CTC band, location, notice period, source, tags
  • Living pools such as silver medallists from a loop, backend engineers with four to eight years in a city, or a succession bench
  • Referral inbound awaiting screen with a 48-hour SLA, alumni of an earlier hiring programme now three or more years into their careers, a career-restart cohort assessed on the same bar
ATS versus talent CRM, explained

Campaigns

Stay in touch with purpose.

Create multi-step campaigns across email, SMS and WhatsApp for your talent pools. Track engagement and each person’s journey, keeping the context available when a candidate is ready for a conversation.

What’s included
  • Multi-step sequences over email, SMS and WhatsApp, on any pool
  • Funnel per campaign and a per-recipient journey
  • An automation rule can re-engage silver medallists when a matching requisition opens
Automation rules in the ATS

Résumé intake and duplicates

Turn résumés into useful records.

Parse résumés into searchable fields, with confidence levels that highlight details needing a recruiter’s attention. When a person applies through another channel, compare possible duplicates before merging their records.

What’s included
  • Any format into structured fields with per-field confidence
  • Fuzzy identity matching, merge through a diff view, and a rule to route duplicates automatically
  • Agency submissions tagged for fee tracking as they arrive
How AI is governed in Elevator

Rediscovery

Look again at the people you already know.

TalentLens matches past candidates to a new or reopened requisition and explains the relevant experience behind each score. Add promising people to a pipeline or talent pool, building on the relationship your team has already started.

What’s included
  • Every past candidate ranked against the new requisition, with the reasoning shown
  • Add to pipeline or add to pool in one action
  • Rediscovery reported as a channel of its own, with cost per hire and time to hire beside every other source
How TalentLens scores a candidate

What is included

In sourcing and talent CRM

  • Job postings tied to a requisition and opening, with live, draft and closed states
  • Multi-channel posting from one screen: careers site, job boards, LinkedIn, referral portal, agencies
  • Channel rate card and channel performance per source
  • Branded careers site over the ATS, with search, department and location filters and an apply flow
  • Careers-site assistant that finds roles, answers process questions and takes the application
  • Candidate 360: every application, assessment, interview, scorecard, offer, note and file in one record
  • Living saved-search talent pools that refresh nightly, and curated static pools
  • Nurture campaigns over email, SMS and WhatsApp with a per-recipient journey
  • Sources and channels analytics down to hires, cost per hire, time to hire and retention
  • Duplicate resolution with fuzzy identity matching and a merge diff view
  • Résumé import and parsing with per-field confidence
  • Rediscovery of every past candidate against a reopened or new requisition

Explore the rest of the platform

Sourcing and talent CRM, answered

What is a talent CRM?
A talent CRM is the system that holds candidates who are not currently in process for a requisition: past applicants, silver medallists, referrals, sourced profiles and alumni of earlier hiring programmes. An applicant tracking system manages the people in a pipeline; the CRM remembers everyone else so a new requisition starts from people you already know. In Elevator both share one candidate record.
What is candidate rediscovery?
Candidate rediscovery is searching your own past candidates for a new or reopened requisition before spending on outside channels. Elevator ranks every past candidate against the requisition with TalentLens, using the same six scored axes and written explanation used for new applicants, and adds them to the pipeline or a pool in one action. It is a source of candidates your team already knows.
Which channels can Elevator post to?
From one screen: the careers site, job boards, LinkedIn, a referral portal and agencies. Every posting carries its requisition and opening, so it cannot exist without an approved headcount, and LinkedIn Recruiter, Naukri, Indeed and Instahyre connect through the integration marketplace.
Is the careers site a separate system?
No. The careers site is a branded public skin over the ATS: one role per requisition, drafts never surface, and an application lands directly in the pipeline. It has search and filters by department and location, a role recommendation that uses the same fit logic recruiters see, and an assistant that finds roles, answers process questions and takes the application in one conversation.
How does Elevator measure what a channel is worth?
Per channel, Elevator reports applications, screened, interviewed, offers, hires, cost per hire, median time to hire, offer accept rate and 12-month retention, against the rate card you entered for that channel. The figures are computed live from the record, never stored, and the source ROI dashboard puts them beside channel spend so you can retire what does not convert.
What happens when a résumé does not parse cleanly?
Elevator shows you where. Every parsed field carries a confidence level, a low-confidence field is flagged on the record, and a recruiter corrects it in seconds rather than discovering it at offer stage. Parsing does not always work on every format, and the product is built to say so rather than to guess quietly.
How are duplicate candidates handled?
Fuzzy identity matching flags a likely duplicate when a candidate arrives through a second channel, and a recruiter merges the two through a diff view that shows what each record holds. An automation rule can route suspected duplicates for resolution automatically. One person ends up with one record, whichever channel found them.

Your next team starts here

Your hiring.
All together.

A walkthrough of Elevator, shaped around your roles, your people and your process.

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