Recruiters spend hours sourcing and screening candidates from job boards while their own ATS already holds qualified tradespeople who were passed over for timing, not fit. Rediscovering those candidates today means manually digging back through old applicants for every new requisition, a slow process most recruiters do not have time for.
This release introduces the Candidate Re-Engagement Agent, an AI capability that automatically scans a customer's ATS candidate pool, scores past applicants against newly opened roles, and surfaces a ready-to-review shortlist of matches. Recruiters can view suggested candidates, message them, or add them directly to the open job, without ever leaving the ATS to start a new search.
Enhancements
The Candidate Re-Engagement Agent lives in the Arcoro Hub and runs against a customer's existing ATS candidate history to source leads for open jobs.
How to Access the Agent and Initial Configuration
Participating customers will be given a link to access the agent directly. The link will allow them to log in with their Arcoro credentials and see the agent managment screen. Within Arcoro, an Arcoro Administrator will enable the Candidate Re-Engagement Agent with a company-level toggle.
Once the agent is enabled and customer has the access link, a recruiter can create their re-engagement agent that runs automatically across all open jobs in the main agents page:
Agents Main Page
Creating an Agent
The agent allows the recruiter to change the following configuration options:
- Agent name - the recruiter can type in the name they would like to give to the agent
- Global instructions - any context or information the recruiter would like the agent to know. For example, if they only want the agent to consider people who have applied to a past job in the last year, the recruiter can add this instruction here.
- Active/inactive - The agent can be made active/inactive. The agent is set to be active by default and can be deactivated at any time. If the agent is deactivated it will no longer look at open jobs in the company's ATS instance and find candidates.
When the agent is created the template and scope are set for the recruiter and cannot be changed. This means they can only create a re-engagement agent that runs across all their open jobs as part of our first release.
Core Capabilities
One default agent across all open jobs for that recruiter: A single re-engagement agent runs automatically for every open job assigned to the recruiter, keeping setup and ongoing management simple. On-hold or closed jobs are not included in the agent's scope. Once the agent has been created, the recruiter can click on the view details icon to see the jobs it is considering to search for candidates.
- Once a recruiter clicks into the agent they will be shown their list of open jobs (shown in the screenshot below)
- Data fields and capabilities on the main page include:
- Actions - A recruiter can click the icon to see potential matches from their ATS candidate pool for this job
- Location - The primary location associated with the open job
- Job name - the name of the job in the ATS
- Opened - the creation date of the open job
- Strong - the number of candidates from the candidate pool who were found to be strong matches for the open job
- Possible - the number of candidates from the candidate pool who were found to be possible matches
- The list is shown sorted with the most recently opened first at the top of the list.
Automated candidate matching: Once a recruiter finds the job they would like to source for, they can click into the details to see the candidates selected from the candidate pool and review them. The recruiter will see the following screen after they click into a job.
Agent matching logic: The agent completes its search for candidates in two basic stages:
- Stage 1 - The agent finds past candidates to review based on several different criteria:
- Prior job title similarity - the agent looks at the jobs a candidate has applied to in the past and tries to understand if the previous application is to a job similar to the one in question.
- label tags - the agent looks for labels added to the candidate by recruiters in the past
- prior application status and outcome - the agent looks to see how the candidate's prior application ended
- candidate location - the agent looks at the candidate's stated location in their application record
- recruiter star rating - the agent looks to see what (if any) star rating exists for the candidate
- recency of last application - the agent looks at when they last applied and favors more recent past applicants
- In some cases, candidates are not considered for the job. We exclude those candidates who match these criteria:
- Anyone who was ever hired
- Anyone whose old status or disposition reads like "do not contact"
- Anyone who already applied to the open job
- Anyone the recruiter has already dismissed from the re-engagement list before
- Anyone outside the recruiter's business units
- Stage 2 - After the agent finds past candidates to review in Stage 1 they move to stage 2 - ranking the candidates. Candidates are ranked and categorized into strong and possible matches by looking at the following criteria. *Candidates that receive a low ranking are left out of the shortlist.
- location - where the candidate is located in relation to the job site
- label tags - if the recruiter labeled them in a specific way previously
- when they applied last - looks at recency of the last application
- which similar job they came from - the agent looks at how similar the job they applied to previously was
- any signs of recruiter interest from past applications - such as star rating or if they moved forward
- credentials and education - pulled from the candidate's resume
- notes from past interviews - interviewer and hiring manager comments
- work history and resume summary - pulled from the candidate's resume
Job-specific instructions: Recruiters can add instructions for an individual job, such as requiring a specific certification, to refine matching for that role by clicking the "Add instructions" button. These instructions can be added by typing a rule in plain-language into the text area then clicking "Add". The instruction will be added, which can then be removed if the recruiter feels it is necessary.
Recruiter review and action: From the matching candidates list, recruiters can open the contact, summary, work history, education, notes, and the agent's reasoning for matching the candidate. Recruiters can also have the agent generate a personalized outreach message, add a candidate directly to the job, or dismiss a candidate from the list.
- When a recruiter opens the candidate profile, this is what they see:
- When a recruiter chooses the "re-engage" icon the agent creates a personalized message that can be copied into a separate email to the candidate. *NOTE - Recruiters cannot send the message from the tool.
- When a recruiter chooses to add a candidate to a job, this is what they will see:
- When a recruiter chooses to dismiss a candidate, they will be removed from the candidate list for any job that recruiter is managing. The recruiter will be given the option to undo the action.
Ongoing matching cycle: The re-engagement agent is built to look for candidates periodically or if something changes about a job. Specifically, it will:
- The agent runs once when the agent is activated and saved
- The agent re-runs weekly
- The agent re-runs whenever the job or its instructions change, so shortlists stay current without recruiter effort.
Automatic cleanup: When a job is placed on hold or closed, it is removed from the agent's job list and the agent stops looking for matches against it.
FAQs
- Does the agent automatically add candidates to a job or contact them on its own
No. The agent only surfaces recommendations. A recruiter has to choose to message a candidate or add them to the job; nothing happens automatically.
- Which candidates does the agent leave out
The following types of candidates are left out of the matching logic:
- Anyone who was ever hired
- Anyone whose old status or disposition reads like "do not contact"
- Anyone who already applied to the open job
- Anyone the recruiter has already dismissed from the re-engagement list before
- Anyone outside the recruiter's business units
- How often does the agent run
Once automatically when a job is saved. After that, it re-runs weekly, or sooner if the job or its instructions change.
- What data source does the agent use to find matches in v1
A customer's own ATS candidate pool and application history. No other data source is included in v1.
- Can a recruiter set up more than one agent for different jobs
Not in v1. A single default agent runs across all open jobs for a given recruiter, and recruiters can add job-specific instructions to refine matching for an individual role.
- Is there an additional cost to use this feature
No additional licensing requirement applies in v1. This assumes the user and customer have purchased and use the ATS.