Playbook availability follows your SeekOut permissions and enabled talent data sources. A playbook for a data source your organization has not enabled will not load.
Getting started
onboarding
Walks a first-time or unsure user through the recommended SeekOut workflow — what to ask for, in what order, and what to expect back. Loads when someone opens with “what can you do?” or is not sure where to start.Search playbooks
talent-search
The core sourcing loop: turn a hiring request into a real search, size the pool, check the search before showing anyone, and return candidates with evidence. Loads before the first candidate search of a conversation.talent-search-internal
Searches your own organization’s employees rather than the external talent pool. Loads when the request is explicitly about internal mobility, redeployment, or who already works here.find-similar
Reverse-engineers one person’s profile into the qualities that matter, then finds more people like them. Loads on “find me more people like this candidate.”power-filters
How to choose between a power filter, a typed filter, and a boolean clause, and how to pick from the several hundred available power filters. Loads when a request needs a constraint the standard filters do not express.workflow-narrow-broaden
The sequencing rules for tightening a pool that came back too large or loosening one that came back too small, without losing what the recruiter actually asked for.workflow-zero-result-recovery
Recovery when a search returns nothing: which constraint to relax first, and which ones must never be dropped because the recruiter stated them explicitly.Talent data source playbooks
academic-search
Searching researchers and subject-matter experts — publications, citations, affiliations, and the evidence that separates a practitioner from an author.github-search
Searching open-source contributors — repositories, languages, and activity, plus why contribution volume alone is weak evidence of fit.healthcare-search
Searching physicians and providers — specialties and sub-specialties, license signals, hospital affiliations, and what must be verified rather than assumed.nursing-search
Searching nurses — nurse type, license state and status, specialty setting, and recent clinical practice evidence.ats-pipeline
Questions about your own applicant pipeline, framed for recruiters, hiring managers, and recruiting operations — stage breakdowns, silver-medalist recovery, and rediscovery of past applicants.ats-providers
Behavior that differs by ATS provider: status vocabularies, prospect-versus-candidate semantics, and which fields are reliably populated in each system.ats-compliance
What can and cannot be asked of applicant data, and how the assistant should respond when a query touches a restricted attribute.Market intelligence
talent-market-analysis
Sizing and comparing talent markets — pool depth across locations, companies, or skills, and the distribution behind the number.talent-landscape
Mapping where a talent population sits across every available data source, with cross-source enrichment.competitive-intelligence
Mapping talent at named companies — team composition, skills, tenure, and where those people came from.talent-intelligence-dashboard
Turning a role or a job description into an interactive dashboard with market counts, employer flow, and a written brief. Loads on “build me a talent dashboard.”talent-scouting-report
A written scouting report combining SeekOut search with wider research, for a role that needs a narrative rather than a list.diversity-insights
Aggregate representation breakdowns of a talent pool. Pool level only, and available to entitled organizations.comp-context
Market compensation context for a role or candidate, with the recency and confidence of the underlying data stated plainly.Evaluation and outreach
intake
Turns a job description into a search strategy — title variants, must-haves versus nice-to-haves, and target companies — before any search runs.calibrate
Translates hiring manager feedback on real candidates into concrete search changes, so the next slate moves in the direction they meant.candidate-evaluation
Evaluates one candidate’s fit against a role using their full profile, separating evidence from inference.shortlist
Builds a ranked shortlist with a structured brief a hiring manager can read without the conversation around it.outreach
Drafts personalized candidate outreach grounded in a specific detail from the profile, with no invented interests or motivations.humanizer
Removes the tells of AI-generated writing from recruiter-facing prose. Other playbooks call it before delivering a message or brief.Saving and exporting
workspace-management
Saving candidates and searches into SeekOut workspaces so the work survives the conversation.profile-export
Exporting candidate profiles to a spreadsheet or a connected system.contact-retrieval
Retrieving candidate email addresses and phone numbers, including what it costs in credits and what to confirm first.Related
- Tool reference — the tools these playbooks drive
- Recruiting workflows — task-oriented examples