The candidate relationship management system that keeps great candidates engaged.
The candidate who came second today could be your perfect hire tomorrow. Our CRM gives you a searchable database, automated talent pools, and one-click outreach – so the right person is always within reach.
300+ companies powered by our software
Your database is full of great candidates.
Most organisations just can't find them.
Your organisation likely has hundreds – sometimes thousands – of qualified people already in your system.
Candidates who applied, interviewed well, and missed out simply because the timing wasn’t right.
Without a way to search, tag, and re-engage them, your database sits idle.
Before you rush back to the job boards and spend the budget again,
start with a tool that finds top talent right where they already are – your own database.
From idle database to active
talent pipeline in four steps.
Search your entire candidate history at once
AI-powered search scans every applicant who has ever applied to your organisation - across every role, every location, every year. Filter by skills, location, and qualifications in seconds. No more digging through old job postings one by one.
Build targeted talent pools
Segment candidates into pools by role type, skills, location, or any tag you choose. Create a pool for any role type and watch it grow with every new application. Your shortlist for next time is already building.
Keep candidates warm between roles
Send branded emails to your talent pools to stay top of mind. Share relevant updates, job alerts, or a simple check-in. Candidates who feel connected to your organisation are far more likely to say yes when you call.
Re-engage with one click when a role opens
When a new role opens, search your pool, shortlist your best candidates, and send a targeted email in minutes - before you post a single job ad. Your pipeline does the work so you can move faster than the competition.
A reputation you can trust
Find the right candidate in seconds with AI-powered search
Search across every applicant who has ever applied to your organisation – across all roles or locations. AI suggests relevant keywords automatically, so you don’t need boolean search skills to surface the right people fast. Filter by skills, location, qualifications, or any criteria that matters to your role.
Build and manage targeted talent pools
Segment your candidate database into pools by role type, skills, location, or custom tags. Pools update automatically as new applicants come in, so your pipeline for any given role is always current. Tap into a ready-made shortlist the moment a position opens.
Send branded communications to your entire pool in one click
Reach individual candidates or entire talent pools with branded, personalised emails. Use templates to send job alerts, updates, or check-ins at any stage. Boost your employer brand by using templates to keep every touchpoint consistent, professional, and on-brand.
Track engagement with email analytics
Build the process that works for your team. Use automations, tags, and notifications to move candidates through your pipeline without manual follow-up. Keep your hiring process consistent and your candidates progressing, even when recruitment isn’t your only priority.
Always know where your hiring stands
See exactly who opened your emails, clicked through, and responded. Use those insights to refine your outreach, prioritise your warmest candidates, and improve every campaign you run.
Capture passive candidates with expression of interest campaigns
Keep a standing invitation open for candidates to register their interest even when you’re not actively hiring. Build your pipeline between campaigns so that when a role opens, you’re not starting from zero.
66%
15 seconds
To surface your top candidates from your entire database using AI-powered search.
50%
Reduction in time to hire
– Junction Australia (SA NFP)
Built for any organisation tired
of starting from scratch.
Built for any organisation tired of starting from scratch.The ATS is the foundation.
Connect it with the rest of the Scout Talent platform to build a complete talent acquisition system.
Seasonal and cyclical hirers
If you bring on the same types of candidates every year - summer staff, project workers, or term-time employees - a talent pool means you never start from zero. Build your pool once, invite them back every season.
Teams recruiting for the same roles repeatedly
When you're posting the same role for the second or third time, your best candidates from last time are already in your database. A CRM makes sure you find them before you spend a cent on advertising.
Organisations hiring in a competitive talent market
When great candidates are fielding multiple offers, speed matters. A warm talent pool means you can reach out to qualified, interested candidates before your competitors even post their job ad.
HR teams ready to move from reactive to proactive hiring
If your team is tired of scrambling every time a role opens, a CRM gives you the structure to get ahead of it. Build your pipeline between campaigns so recruitment feels planned, not panicked.
Organisations hiring better
with Scout Talent
The software is easy to use, and makes shortlisting and managing applications very straightforward. Highly recommend!
HR Manager
Director
People & Culture
Endeavour College
Dan Rowell
Director
Powerful alone. Stronger together.
Applicant tracking system
Manage every application in one centralised pipeline. Post jobs, screen candidates, coordinate your hiring team, and move the right people forward - all in one place.
Learning management system
Combine a customisable learning management system with specialist support to develop your people once they're through the door.
Onboarding
Turn accepted offers into engaged employees. Automate your onboarding process from offer to day one with digital workflows, compliance forms, and new starter experiences built in.
Candidate screening
Let AI cut through application volume and surface your best candidates automatically. Spend less time reviewing and more time interviewing the people who matter.
What your hiring could look like with a CRM.
The difference between a manual process and a purpose-built ATS isn’t just time.
It’s the candidates you lose, the hires you miss, and the hours your team never gets back.
Starting from scratch, every time
- Manually searching through old job postings one by one
- No way to find candidates who applied for previous roles
- Good candidates go cold while you’re still reviewing applications
- Re-advertising the same roles year after year
- Spreadsheets and inboxes as your candidate database
- Every hire costs more than it should
Your next hire is already waiting
- Every past applicant searchable in seconds
- Talent pools built and ready before a role even opens
- Automated outreach keeps candidates warm between roles
- Re-engage silver medalists before posting a single job ad
- Full candidate history visible at a glance
- Reduce job board spend by hiring from your own database first
Frequently asked questions.
Do I need a large candidate database before a CRM is worth it?
No – and waiting until you have more candidates is one of the most common reasons organisations delay and later regret it. Every candidate who applies while you don’t have a CRM is a candidate you can’t easily find again. Start building from day one and within six months you’ll have a warm, searchable pool ready to draw from. Most clients see real value with as few as a few hundred candidates in their system.
How is this different from just going back into old job postings?
Searching old job postings means going role by role, one at a time. A CRM lets you search across every applicant, every role, and every year at once – filtering by skills, location, qualifications, and availability in seconds. You also get full candidate history, tags, notes, and the ability to email your results directly from the search. It’s the difference between a filing cabinet and a search engine.
Will candidates actually want to hear from us about new roles?
In most cases, yes – these are people who applied to your organisation and expressed interest in working with you. Every communication includes an unsubscribe option, so candidates who aren’t interested can opt out easily. Those who stay engaged are genuinely warm prospects. Staying in touch with relevant job alerts keeps your organisation top of mind and increases the likelihood they’ll say yes when the right role opens.
How long does setup take?
Most organisations are up and running within 30 days. Our team handles the setup and configuration – all we need from you is time to understand your process. Your existing candidate data can be imported so you’re not starting from an empty database.
How do I demonstrate ROI to my leadership team?
The clearest measure is roles filled from your talent pool before advertising. If you fill just one role from your database instead of running a job ad campaign, the saving typically covers a significant portion of your annual subscription. Track how many roles are filled from pools vs. external advertising, and the business case builds itself. Most active users fill multiple roles this way in their first year.
Can we import our existing candidate data?
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