AI candidate sourcing
Give Gobii a role brief and a sourcing direction. Your AI agent searches approved sources, qualifies profiles against your criteria, and returns organized candidate data for your team to review.
Want to inspect the agent first? View the Talent Scout AI recruiting agent .
Workflow
Candidate sourcing breaks when recruiters have to repeat the same search, screening, enrichment, and tracker work for every open role. Gobii turns that top-of-funnel work into an agent workflow your team can refine as the search evolves.
Role, seniority, location, must-have skills, target companies, disqualifiers, and the notes a sourcer would usually keep in their head.
The agent searches the sources your team permits, such as professional profiles, GitHub, portfolios, job boards, company pages, or existing spreadsheets.
Each candidate is compared against the role criteria with source links, fit notes, gaps, and useful context for recruiter review.
Send results to Google Sheets, CSV, webhooks, email digests, or configured ATS workflows so recruiting operations stays clean.
Senior backend engineer. Python, infra, data pipelines. Boston or remote East Coast. Prefer candidates from developer tooling or AI infrastructure teams.
Why Gobii
Applicant tracking systems are great once a candidate is already in your process. Gobii helps with the messy work before that: finding people, researching them, comparing profiles, and preparing clean data for a recruiter to review.
Explore the recruiting solutionSearch beyond inbound applicants and build a pipeline from public, approved, and team-provided sources.
Evaluate skills, seniority, location, company background, and must-avoid criteria in one repeatable workflow.
Run daily, weekly, or role-triggered searches so your pipeline keeps moving while recruiters focus on conversations.
Gobii prepares sourced candidate data. Recruiters verify, approve outreach, and make hiring decisions.
Deliverables
A useful sourcing agent should not just say "I found candidates." It should return structured evidence your team can scan, sort, and move into the next step.
Names, profile URLs, portfolio links, location, current role, and the sources behind the recommendation.
Why the candidate may fit, which requirements are supported, what is missing, and what to verify before outreach.
Google Sheets, CSV, email digests, webhooks, and ATS handoff where your organization has configured it.
Use cases
The best Gobii sourcing workflows are specific. Give the agent a narrow role, clear constraints, and an output format, then refine the search as candidates come back.
Find engineers, data specialists, security talent, or operators whose best evidence lives in projects, profiles, and public work.
Build lists for specific cities, commuting zones, time zones, licenses, markets, or regional hiring constraints.
Research adjacent companies, prior employers, job titles, and experience patterns that point to likely fit.
Collect profile context, work history, public signals, and talking points before a recruiter spends time on outreach.
Create repeatable shortlist and tracker workflows for multiple clients without rebuilding the same search process every week.
Re-run searches on a cadence, add newly discovered candidates, and summarize what changed since the last batch.
Templates
The fastest path is to launch the existing Talent Scout agent and tune the role brief. For deeper research or outreach-heavy workflows, pair it with Candidate Researcher or Outreach Agent.
Primary template
Finds and qualifies candidates across LinkedIn, GitHub, and job boards.
Profile depth
Enriches candidate profiles with background research, work history, and online presence.
Next step
Drafts personalized candidate outreach and keeps follow-ups organized.
More examples
Browse public recruiting templates for sourcing, research, enrichment, and outreach workflows.
Questions
Gobii is built for sourcing work that benefits from browsing, comparison, enrichment, and organization. Your team still owns candidate review and hiring decisions.
AI candidate sourcing uses an agent to turn a role brief into repeatable recruiting research. Instead of manually rebuilding searches, a recruiter gives the agent criteria, sources, and output requirements. The agent searches, compares, summarizes, and organizes candidate profiles for human review.
Gobii agents search the sources your team permits, such as professional profiles, GitHub, portfolios, job boards, company pages, spreadsheets, or approved databases. The agent compares profiles against your criteria and returns source-linked candidate notes instead of unsupported recommendations.
Yes. Gobii can produce structured candidate data for Google Sheets, CSV, email digests, webhooks, and configured ATS handoffs. Common fields include profile links, source URLs, fit notes, location, work history, skill matches, recruiter notes, and outreach drafts.
No. Gobii handles repetitive research and organization so recruiters can spend more time on judgment-heavy work: validating fit, approving outreach, talking with candidates, advising hiring managers, and making decisions under the organization's hiring policies.
A good brief includes the role, must-have skills, nice-to-have signals, seniority, location, target companies, excluded backgrounds, source preferences, export format, and review rules. The clearer the criteria, the easier it is to judge whether the shortlist is useful.
Ready to source
Start with Talent Scout, describe the role, and let Gobii prepare the first recruiter-reviewed shortlist.
