Is TalentPool effectively a members-only jobs board?
No! We don’t just list jobs, we deliver you with personalised jobs that match what you are looking for. By signing up to TalentPool, you’ll be exposed to more job opportunities than you could possibly apply for.
Do I have to pay to join TalentPool?
Absolutely not! As a job seeker you should never be paying to get a job – we’re here to take the stress out of finding a job, not to add to it.
Will I be inundated with random emails if I join?
No! We’ll never spam you. We’re not a jobs board or a mailing list – every interaction is direct and meaningful. When you’re matched with a role it means that the employer is genuinely interested in you.
What sort of employers use TalentPool?
We are used by hundreds of awesome companies ranging from tiny start-ups to big multi-nationals, financial services to social enterprises – you name it, we’ve got it. Like the majority of jobs out there in the real world though, 90% of the roles on TalentPool are at start-ups and SMEs.
I’ve already graduated, should I bother signing up?
Absolutely! If you’re looking to find that perfect job to build your career then you’ve come to the right place. We have opportunities for candidates with up to 5 years’ experience.
Do my peers use TalentPool?
Probably! We have over 150,000 members so it’s pretty likely…
Are there restrictions on which employers can use TalentPool?
Absolutely! We only work with the best employers bringing you the most exciting jobs out there.
What sort of jobs are filled through TalentPool?
We specialise in Graduate roles (all sorts!) as well as Marketing, Operations and Sales roles for more experienced candidates.
Can I control what sort of employers contact me?
When you create your TalentPool profile you’ll be asked to state your preferences – you’ll only be contacted by employers that match what you’ve selected. You can log in to your profile at any time to make adjustments if you change your mind about what you’re looking for!
How much can an employer see about me on TalentPool?
Employers can’t see any of your personal details until you apply for one of their roles – you remain completely anonymous until you submit your CV as part of the application. So don’t worry, your current employer won’t know that you’re on TalentPool!
Can I control what an employer sees about me?
Since employers can’t see any of your personal details until you apply for a role, you’re 100% in control here.
What does being “matched” really mean?
If you’re matched with a role, it means that you fully match the criteria for it and that you’d probably be a pretty great fit for it. It’s up to you to decide if the feeling’s mutual!
How many matches should I expect to get on TalentPool?
This depends on what kind of job you’re after and when you’d be available to begin, but you could expect to get matched as often as once a week if you’re wanting to start right away!
What can I do to maximise my chances of being matched with roles?
Make sure your profile is complete and up-to-date. Our sign up is quick and easy because we only include the bits employers care about, so this does mean that it should be filled in as fully as possible. The more we know about you, the more likely it is that we’ll match you with your perfect job!
Should I use other sites as well as TalentPool in my job search?
Yes – we’re still a young business and we do not claim to be the one and only way for everyone to find a job they’ll love. There’s a good chance you will find your dream job through TalentPool but there’s no harm in signing up to other sites too.
How long does it take to get a job through TalentPool?
This varies depending on what you’re looking for and when you’d like to start, but on average it should take around a month and a half.
Once I’ve been matched with an employer, how long should I leave before replying?
We recommend responding to matches as early as possible. This should never take longer than 20 minutes and if the application cap is reached for a role, an employer might progress applications on a first come first serve basis. So, it’s good to get in there quickly to avoid disappointment!
Are short or long responses to employers’ questions better?
We would usually recommend for your answer to be over 3 sentences but fewer than 10! What’s more important than the length, however, is the quality and relevance of your responses. This is not a copy and paste job – make sure you put in the time to thoughtfully answer each question and to make it unique to that employer.
When can I expect to hear back from an employer once I’ve responded to their approach?
We urge employers to get back to all candidates quickly, so you should hear within 2 weeks after the deadline date. If you don’t, do get in touch with us so that we can find out why.
Is there someone at TalentPool I can speak with?
Of course! We love hearing from you and we respond quickly too. You can give us a call on 020 3126 4882 or drop us a line at firstname.lastname@example.org with any questions or problems you may have. We’re more than happy to give careers advice if you ask.
Does TalentPool offer CV checking and advice services?
We don’t officially, but we’d be happy to give you some informal advice if you get in touch with us!
Can I apply to join the TalentPool team?
We do usually tend to hire by using, well, TalentPool! But if you think you’d make a great addition to the team, go ahead and send us your CV to email@example.com
What do I do if my university isn’t listed on TalentPool?
Just let us know and we’ll add it on! We’re constantly expanding our ever-growing list of universities.
Which roles can I post on TalentPool?
We specialise in recruitment for recent graduates with up to 5 years’ experience in four key areas: graduate, marketing, sales and operations.
Can TalentPool post my role on third-party job sites for me?
Yes! As well as reaching out to our 150,000+ candidates, we can also maximise exposure on relevant third party job sites free of charge. All applications will still be fed through our matching engine to ensure candidate suitability and we cover 100% of the cost of these postings.
Quality of Members
Where do you source your members from?
The TalentPool team spends a huge amount of time and effort to make sure our membership is right for our clients. So we use a variety of channels (principally digital marketing) to make sure that the prospective candidates who have what are employers are looking for join up. We are very targeted and specific in who we market to – from particular university societies to online communities, we know that getting this right is fundamental to the success of our business. Thankfully, as we have grown over the years and achieved great outcomes for many of our former members, so has our reputation amongst our target audiences. As such, we now have great candidates joining TalentPool having heard good things from their friends and colleagues.
How can you be sure that the information that candidates give is accurate?
We make it very clear to all prospective members, when they sign up, that by joining TalentPool they are, in effect making a job application to every single one of our members all at once. As a result, experience has shown that they enter accurate information; they know that failing to do so would only create problems further down the line. In almost three years of operating, we have had just one known instance of a candidate progressing with an employer on the basis of false information. This was flagged to the TalentPool team by the employer concerned and we dealt with that specific instance appropriately.
How do you quality control the TalentPool membership?
This is all about the filtering of candidates by you, the employer. Through their account, our clients are able to stipulate precisely what they are looking for. So, for instance, if 12 months of experience in marketing is required, then everyone who does not match this will be excluded from the talent pool. So this automatically means that, so long as we have sufficient members who do match what you are looking for, it really doesn’t matter at all about the others.
How can I be sure that I won’t be inundated with applications once I launch a campaign?
The problem of employers being swamped with (largely inappropriate) applications when they posted to public jobs boards was one that we sought to solve by establishing TalentPool. Because we do not advertise our roles publicly, only matched candidates apply, which automatically limits the number of potential applications. Our team has a very good understanding of the proportion of a talent pool which is likely to apply for any given role. Because we review all campaigns before they are sent to our members, we are able to ensure that the number of matched members is appropriate and will result in a sensible number of good quality applications.
Do I have to pay anything upfront in order to launch a campaign?
Our pricing is simple – you pay when you hire. So, no upfront costs!
How much information will candidates see about me?
Matched members (prospective candidates) will only see what you choose to include in your company and role description. Typically this does not include a name or email address but does include basic information about the company and what the role will entail.
Will TalentPool contact candidates on my behalf?
Yes, absolutely. This is the first step in the campaign process. You tell us about the role you are looking to fill and the sort of person you are looking for. We then take that information, make some tweaks to your talent pool if it is too large, and make sure that the right number of matching members hear about your position. They are then able to apply to you.
How will I know when a candidate has applied?
Whenever a TalentPool member applies to your role, you will be notified by email, with the application attached and the option to categorise it there and then. You will also be able to log into your account and see it there. You are also able to sort candidates there and quickly access their contact details.
Will TalentPool call candidates on my behalf or to ‘chase’ them?
Almost never, and only in exceptional circumstances. Just as TalentPool is not a job board, we’re not a recruitment agency either… we’re kind of in between the two. It’s up to you to contact candidates once they have responded to the email we sent to them on your behalf. And we won’t chase them up to try to ‘sell’ you to them. We do contact candidates a few weeks after the event, however, to hear about their experiences and get their feedback. This is also how we know that we will know – whether from the employer or the new employee – whenever a candidate is hired through TalentPool.
Will TalentPool pester me and try to ‘sell’ a candidate as a recruiter might?
Absolutely not. This is completely against everything we are about. We will offer general guidance should you request it but as a rule, we will not look into the individuals who have subscribed to your role, given the volumes that come through our platform each day. So trying to ‘sell’ individual candidates would be logistically impossible.
What is the process after I have launched a campaign?
When you press ‘launch’ on your campaign, the data you have entered, as well as your bespoke talent pool, will be sent to your dedicated Campaign Manager. They will then give you a call, having taken a look at your role to run through the details, make sure everything is in place for a successful campaign. When we are all happy with the campaign, we set about putting it in front of the TalentPool members who match what you are looking for. Those who are interested apply to you – and you are notified each time this happens. It’s up to you to get in touch, assess and arrange interviews. Those you don’t want to progress, just let us know and we’ll send the email for you. We’ll keep in touch to check how things are going – and we just ask that you let us know when you hire someone.
How will TalentPool know when I hire one of your members?
The easiest solution for this is when you tell us directly – just drop an email to your Campaign Manager or give them a call. If you forget to do this, however, we will find out when we check up with the candidates who applied to you.
By what terms are employers able to filter the TalentPool membership?
We have all the information you would expect to find on a CV – and more. So you can filter our candidates by their experience (sector, length and employer), education and skills – but also preferences, languages and even their assessment of their own strengths and weaknesses. And if you have a very particular requirement, just let us know as we have a load of proxies which we use to filter for more obscure requirements.
How can I be sure that my job is a good fit for the TalentPool membership?
Don’t worry – you don’t have to be. Just give us a call and we will let you know once you have given a brief description of the role and the sort of candidates you are looking for. And just to be safe, we personally check every single campaign that is submitted through TalentPool. So when we see something that we don’t think is quite right, we’ll get in touch, let you know and explain why – and possibly give some tips on other platforms which may be more suitable.
Do we employ hires ourselves or can TalentPool employ them as a temp agency would?
TalentPool is a platform for sourcing candidates – not a temp agency. As such, we do not offer the facility of formally employing individuals on your behalf. All employment contracts are between you and the TalentPool member and we do not get involved – just so long as you are paying a proper wage.
Will there always be someone at TalentPool we can speak with on the phone if there is an issue?
Quite simply, yes. Our excellent Campaign Managers are devoted to supporting you and ensuring that you have a seamless experience from launch to hire – and will make themselves available with very little notice for a chat or to respond to a request or question. There is no time limit or fees associated with receiving support from our account managers.
Does TalentPool give advice on hiring, salaries and so on?
Not formally, no. However, of course, we have pretty extensive experience when it comes to these things, we know what to avoid and which principles to adhere to and are always happy to share these informally with our clients. So do let your Campaign Manager know if you would like some salary or benefits benchmarks or guidelines on how to structure an employment contract.
Does TalentPool offer training courses to members?
No, we do not. This is not part of our core business, which is very much our focus. However, we know lots of people in the sector and know who we think is good, so please let us know if you are looking for a recommendation.
What happens if I hire through you and then decide the candidate isn’t quite right?
For peace of mind, we offer a 100 day, 100% rebate period if you are on our standard fee (130 days if you are on a plan). You receive 100% of your money back if it does not work out with your new employee and they cease to be employed by you within the first 100 days. Please note this does not apply to non-permanent hires e.g. internships.
What do you charge for temporary roles?
Our percentage fee applies for every month that the individual is employed. There is no rebate option for non-permanent hires. If a temp role goes permanent (after an internship for example) you would also then pay our permanent hire fee.
If I hire, what are your payment terms for your on-hire fee option?
You will be sent an invoice when your new employee starts work. This will be payable within 30 days. There is no fee if you don't hire.
Why is the fee on hire so low? Is there a catch?
This is because of the process and software so there isn’t a catch. We pass on the cost savings that our platform offers to our clients, it's that simple.