Briefings

Why this matters

The briefing is one of the most critical parts of TalentSourcer AI. It is the same logic as delegating to a human sourcer. If the briefing is weak, the output will be weak.

Must-have vs nice-to-have

• Must-have means hard gate. If a candidate misses it, you do not want to review that profile.
• Nice-to-have means ranking signal. It helps score and prioritize, but it is not a hard blocker.
• You can run a role with zero must-haves and only nice-to-haves when that matches your strategy.

How weights work

• Weights apply to nice-to-haves.
• Higher number means higher importance.
• The exact number matters less than the relation between weights.
• Fit score uses weighted logic, so keep weights intentional relative to each other.

Build Briefing v1 fast

1. Create a briefing in your project.
2. Use AI Requirement Generator to get a first draft.
3. Paste job description, structured notes, or transcript content.
4. Use voice input if faster, then refine from there.

The generator gives a strong starting point, not the final version.

What to include (and what to avoid)

• Include requirements you can verify from LinkedIn profile data and employer research.
• Keep language specific and observable.
• Avoid interview-only criteria (for example soft-skill traits that need a live conversation).

Recommended calibration loop

1. Finalize a thoughtful v1.
2. Check 10 to 15 candidates against it.
3. Open the real LinkedIn profiles and spot-check whether wording was clear enough.
4. If needed, revise before scaling to large batches.

What changes after first candidate check

Once at least one candidate has been checked against a briefing:

• You cannot edit individual requirement text anymore.
• You can still move requirements between must-have and nice-to-have.
• You can still update nice-to-have weights.

If you need to change requirement wording or add new requirements, create a new version:

1. Go to briefings overview.
2. Duplicate the briefing.
3. Edit the new version.
4. Use that version for future checks.

This helps avoid unnecessary rechecks and credit waste.

When to use Talent Pool Insights

Use insights when you already checked a meaningful share of candidates and the pool is still off:

• Too narrow: you need to widen criteria.
• Too broad: you need to tighten criteria.

Then recategorize to update categories and fit scores without rerunning imports.

Find the full walkthrough here. (Open Talent Pool Insights Guide)