Recruitment: Cut Time-to-Hire by 60% with Intelligent Candidate Sourcing
The average time-to-hire for a mid-senior role in 2025 is 44 days (LinkedIn Talent Solutions). For specialized tech roles, it's closer to 67 days. Every day that position sits open, your client (or your company) loses productivity, revenue, and competitive advantage.
Here's what most people in talent acquisition won't admit: the bottleneck isn't finding candidates. Job boards have millions of profiles. The bottleneck is finding the right candidates who are actually open to a conversation, at the right moment, with the right pitch.
That's a sales problem. And it deserves a sales solution.
Why Recruitment Outreach Is Broken
Recruiters send an average of 150 InMails per week. The response rate? Under 18% (LinkedIn data, 2025). Those who do respond often aren't qualified. The math is brutal: for every 150 outreach messages, you might get 3-4 genuinely viable candidates.
The problem isn't effort. It's intelligence.
| What Goes Wrong | Impact |
|---|---|
| Same InMail template for every candidate | "Not interested" because it didn't resonate |
| No timing awareness | Reaching out when they just started a new role |
| Generic role descriptions | Fails to sell the specific opportunity |
| No multi-channel approach | LinkedIn-only means missing passive candidates |
IngageNow for Talent: Signal-Based Sourcing
Career Signal Detection
The platform monitors career-change signals: updated LinkedIn profiles, new certifications, conference speaking engagements, thought leadership posts (often a sign someone wants to be noticed), and company layoff announcements.
Personalized Candidate Outreach
Instead of "Hi, I have an exciting opportunity," your message references their specific work: "Your talk at DevOps Days on container security was sharp. We're building a team around that exact challenge. Worth a 15-minute call?"
Pipeline Management
Track candidate engagement across touchpoints. Know who opened your email, who viewed your LinkedIn, and when to follow up, without the spreadsheet chaos.
Results for Talent Teams
| Metric | Manual Sourcing | With IngageNow |
|---|---|---|
| Candidates Sourced / Week | 50 | 300+ |
| Response Rate | 18% | 35-42% |
| Qualified Candidates / Month | 12 | 60+ |
| Time-to-Hire | 44 days | 18 days |
| Recruiter Productivity | 2-3 placements/month | 6-8 placements/month |
Built For
- Staffing and recruitment agencies competing on speed and quality
- Internal talent acquisition teams at growth-stage companies
- Executive search firms targeting passive C-suite candidates
- RPO providers managing high-volume hiring for clients
Start Filling Roles Faster
- Define your ideal candidate: Beyond job title: skills, signals, career trajectory
- Set the opportunity pitch: What makes this role compelling for top talent
- Launch sourcing campaigns: Reach candidates at the right moment with the right message
The best candidates don't apply. They get found.