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Describe the recruiting outcome you need in plain language. Your assistant selects the relevant SeekOut workflow, uses the available talent data, and completes the required searches and actions in the right order. You do not need to know a workflow name or specify individual MCP tools.

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Search and discover talent

Start with a role, a candidate, or a talent question. SeekOut can:
  • Turn role requirements into a structured talent search.
  • Find people with backgrounds similar to a known candidate.
  • Search across public profiles, specialized talent pools, and your ATS pipeline.
  • Explore niche fields and identify relevant people or companies.

Find senior React engineers in New York with at least five years of experience and TypeScript expertise. Include matching candidates from our ATS pipeline if it is connected.

See Talent data sources to understand which pools are available and when to name one explicitly.

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Analyze talent markets

Use SeekOut to understand supply before finalizing a role or location strategy. Compare talent pools across cities, companies, skills, or seniority levels, and identify requirements that may be narrowing the market.

Compare the available pool of staff machine learning engineers in Boston, Seattle, and Austin. Show common employers and skills, and identify which requirements are limiting the pool.

You can also ask for a single talent dashboard that pulls several markets into one report, with pool counts, top employers and skills, and a geographic view. Unresolved markets are reported as unavailable, not dropped.

Build a talent dashboard for senior backend engineers across Austin, Denver, and Toronto. Show pool size, top employers, common skills, and a map of where the talent is.

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Trace company talent flow

See where one company’s people come from and where they go. For a named company, SeekOut returns the largest feeder companies (where current staff worked before), the top destinations (where alumni are now), recent hires, recent departures since a given year, and the function mix. Use it for competitive intelligence, to find companies that feed a target team, or to track where a company’s alumni land. Name the company exactly and name the market. You can analyze up to three markets in one call, and the results for each market stay separate because each market resolves its own company entity. Ask for full detail when you want recent-hire titles and the destinations of people who left. Every figure counts people who are in a bucket now or were before, not moves between companies, so ask where a company’s people came from rather than how many moved.

Show the talent flow for Databricks in North America. Where do current employees come from, where do alumni go, and who are the recent hires and departures? Include recent hire titles.

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Evaluate and shortlist candidates

Move from search results to a hiring decision. Your assistant can:
  • Run an intake conversation to clarify role requirements.
  • Assess candidates against the criteria you define.
  • Compare profiles and build a ranked shortlist.
  • Recalibrate the search after hiring-manager feedback.

Build a shortlist of the five strongest candidates for our senior platform engineer role. Compare their production experience with AWS, Kubernetes, and infrastructure as code, and explain the ranking.

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Engage and organize candidates

After you identify candidates, use SeekOut to retrieve contact information, draft outreach, export results, save candidates to Recruit workspaces, or push them to a connected ATS.

Prepare the top candidates for a Recruit workspace and draft a short outreach message for each. Show me the candidates and drafts before saving anything.

See Work with candidates for action requirements, credit usage, and examples.

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Refine a workflow

Continue in the same conversation to adjust requirements, broaden a search, or change the output. Tell the assistant what was wrong with the previous result instead of rebuilding the request from scratch.

The shortlist is too junior. Keep the same skills and locations, but focus on candidates who have led production platform projects.

See Prompting tips for more ways to make requests easier to interpret and refine.