FIELD GUIDE 01
Define the recruiting task
Compare sourcing, interviewing and recruiter assistance.
Define the recruiter’s task before choosing software. Candidate sourcing, outreach, interviewing and applicant tracking are distinct workflows; use job-related criteria and retain accountable human review.
Define sourcing or interviewing fit.
Write down the current process, the expected output and the person responsible for approving it. For recruiting operations, make sourcing or interviewing fit an explicit part of the brief rather than an assumption hidden in a demo.
Give each provider the same task.
- Sourcing or interviewing fit: state the requirement, ask for evidence and record any limitation before the pilot.
- Recruiter review: state the requirement, ask for evidence and record any limitation before the pilot.
- ATS and data integration: state the requirement, ask for evidence and record any limitation before the pilot.
- Candidate experience: state the requirement, ask for evidence and record any limitation before the pilot.
Questions for the shortlist.
Juicebox: A sourcing-first option; credits and exports need to match your team's actual volume. Read the official product description ↗
Manatal: A lower-cost ATS starting point, rather than a like-for-like sourcing database. Read the official product description ↗
Humanly: Relevant for applicant engagement and scheduling at scale; validate evidence and review controls. Read the official product description ↗
Check the exception path.
Include missing inputs, ambiguous requests and a failed integration in the evaluation. Record the result and the recovery steps. A system that works for the routine case still needs an accountable route for the rest of the work.
Decide what would justify proceeding.
Agree an acceptance threshold for recruiter review with the people who operate the process. Keep the input set, result notes and unresolved questions so the decision can be revisited when the product or requirements change.