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.
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.
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 approached for a role it means that the employer is genuinely interested in you.
We are used by a loads of awesome companies ranging from tiny startups 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 our the roles on TalentPool are for startups and SMEs.
Absolutely! If you’re looking to find that perfect job to kickstart you career then you’ve come to the right place.
Probably! We have over 12,000 members so it’s pretty likely…
Absolutely! We only work with the best employers bringing you the most exciting and exclusively hand-picked jobs out there.
All sorts! Our most popular roles though are in marketing, PR, operations, business development, account management and community management.
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!
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.
Since employers can’t see any of your personal details until you apply for a role, you’re 100% in control here.
If you’re approached by an employer it means that you fully match their criteria for the role and that they think you’d be a pretty great fit for it. It’s up to you to decide if the feeling’s mutual!
This depends on what kind of job you’re after and when you’d be available to begin, but you could expect to get approached as often as once a week if you’re wanting to start right away!
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!
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.
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.
We recommend responding to approaches 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!
We would usually recommend for your answer to be over 3 sentences but less 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.
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.
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.
We don’t officially, but we’d be happy to give you some informal advice if you get in touch with us!
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.
Just let us know and we’ll add it on! We’re constantly expanding our ever-growing list of universities.
No. We strictly only tell our members about the jobs our clients seek to fill through our platform. That is fundamental to our model.
Yes. We don’t have our own jobs board and we don’t post to other jobs boards. We don’t really believe jobs boards are the way forward, you see. So every single person you have applying to a role launched through TalentPool will be a TalentPool member.
No. TalentPool is certainly members-only. But we have no jobs board – public or private. All interactions are direct between candidates and employers based on specified preferences, requirements and the TalentPool matching algorithm.
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.
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.
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 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.
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 those approached candidates apply, which automatically limits the number of potential applications. Our team 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 approached members is appropriate and will result in a sensible number of good quality applications.
Only if you choose to. We have two pricing options; fees up front (either per campaign or for an annual programme) and fees on hire. With the former option, no fees at all are due on hire. And with the latter, no fees at all are due up front.
approached 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.
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.
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.
Almost never, and only in exceptional circumstances. Just as TalentPool is not a jobs 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.
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.
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 Account 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.
The easiest solution for this is when you tell us directly – just drop an email to your Account 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.
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.
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.
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.
Quite simply, yes. Our excellent account 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.
Not formally, no. However, of course we have pretty extensive experience when it comes to these things, certainly know what to avoid and principles to adhere to and are always happy to share these informally with our clients. So do let your Account Manager know if you would like some salary or benefits benchmarks or guidelines on how to structure an employment contract.
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.