Reactivate past candidates with care
Your ATS is full of people who already said yes once. Re-engage them with a short, respectful interview and re-qualify them on who they are today.
Your cheapest pipeline is asleep in your ATS
Sourcing is expensive
Every new campaign pays again for attention you already earned. The people who applied last quarter are rarely contacted twice.
Runners-up go cold
Candidates who nearly made it last time were good enough to interview. Most never hear from you again.
Old data goes stale
Availability, experience, and motivation change. A CV from last year says little about who is ready to start on Monday.
From dormant records to a re-qualified shortlist
Re-engage at scale
Hubert invites past applicants, runners-up, and previous hires to a short structured interview. No recruiter hours spent on outreach, no one forgotten.
Re-qualify on today, not last year
The interview captures current availability, experience, and motivation, so decisions rest on who the candidate is now, not on a stale record.
Score with the same rigor
Re-engaged candidates are scored deterministically against the same criteria as new applicants. Past and present compete on equal, explainable terms.
Treat people with care
Every candidate gets a respectful conversation on their own schedule and honest feedback afterwards, consistent with the Candidate Pledge. Re-engagement only works if people are glad you called.
"When you're receiving hundreds of applications per role, you can't honestly say you're finding the best candidates. You're finding enough candidates. Hubert changed that."
Frequently asked questions
Which candidates can we re-engage?+
Is re-engaging past candidates GDPR compliant?+
Do past candidates actually respond?+
How is re-qualification scored?+
Does it work inside our ATS?+
What do candidates experience?+
Wake up the talent already in your ATS
A 30-minute walkthrough with our team, tailored to your roles, volumes, and ATS.
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