A faster fallback when the database is thin
Recruiters can expand beyond stored candidates without leaving the job context.
September 2026 Candidate sourcing
External Candidate Discovery and AI Sourcing Controls
ATZ CRM added one-click external candidate discovery from a job and expanded AI Sourcing controls with more filters and flexible email or phone enrichment choices.
Find external candidates from a job in one click
Use the job description to guide external candidate discovery
Review verified email information before outreach
Assign discovered candidates directly to the job
Control AI Sourcing enrichment for email, phone, or both
Quick answer
What changed for recruiters?
Recruiters can now use Find External Candidates from a job to discover people outside the existing database, review verified email information, and assign suitable profiles directly to the job. AI Sourcing also gained more filters and lets recruiters enrich email only, phone only, or both based on the outreach plan.
What changed
What this update changes
Find External Candidates gives recruiters a job-first sourcing shortcut. When the existing database does not have enough suitable candidates, the recruiter can start from the job description and ask ATZ CRM to identify external profiles.
Discovered profiles can include verified email information, helping recruiters move from sourcing to outreach with fewer separate enrichment steps.
Recruiters can assign the right external candidates directly to the job, keeping sourcing results closer to the pipeline where follow-up will happen.
AI Sourcing now offers additional filters so recruiters can refine searches before reviewing results. Enrichment is also more flexible: teams can request email only, phone only, or both depending on the channel they plan to use.
Why it matters
Why it matters to recruiters
Recruiters are often measured on speed, quality, and follow-through. This update is designed to reduce manual work, protect useful context, and help teams keep hiring activity moving with fewer handoffs.
More focused external discovery
Using the job description helps external search start from actual role requirements instead of a vague keyword list.
Cleaner sourcing-to-job handoff
Candidates found externally can be assigned to the job so review, outreach, and pipeline movement stay connected.
Better enrichment control
Recruiters can choose email, phone, or both based on whether the next step is email outreach, calling, texting, or multi-channel follow-up.
Before and after
How the workflow changes
Before
Recruiters moved from the job into separate sourcing tools when their internal database did not have enough options.
After
External candidate discovery can begin from the job and bring suitable profiles back into the ATZ CRM workflow.
Before
Contact enrichment often followed sourcing as a separate step even when only one channel was needed.
After
AI Sourcing lets teams decide whether they need email data, phone data, or both before enriching.
Before
External candidates had to be manually connected to the role after discovery.
After
Recruiters can assign relevant external profiles directly to the job for pipeline review.
How recruiters use it
How the workflow works
The exact setup depends on your workspace and permissions, but the core workflow is built to keep recruiters closer to the record, the next action, and the right team context.
1
Open the active job
Start from the role where the team needs more candidate options.
2
Run external discovery
Use Find External Candidates so the job description guides the search for suitable people outside your stored database.
3
Review profile fit
Compare discovered candidates against requirements, location, seniority, skills, and any client-specific expectations.
4
Choose enrichment scope
Select email only, phone only, or both in AI Sourcing based on the outreach channel you want to use.
5
Assign and contact
Assign promising candidates to the job, then start outreach from the correct candidate or job workflow.
Feature-specific details
Extra context for this update
Some releases affect more than one recruiting workflow. These notes explain the practical details recruiters, admins, or managers may want to review before rolling the update out to the team.
Sourcing quality
How to use external discovery responsibly
External sourcing works best when recruiters review fit and outreach readiness before turning a discovered profile into an active pipeline candidate.
Check job fit first
Do not assign every discovered profile. Review experience, skills, location, seniority, and likely interest before action.
Pick the right contact channel
Use email enrichment for written outreach, phone enrichment for call-first desks, and both when a role needs multi-channel speed.
Avoid duplicate effort
Check whether the person already exists in ATZ CRM before creating extra records or assigning the same candidate twice.
Keep the job pipeline clean
Assign only candidates who deserve review, outreach, or nurture so the job pipeline remains useful to the team.
Best fit
Teams that benefit most
Recruiters who need candidates beyond the existing database
Hard-to-fill roles where internal search is not enough
Teams that want job-led external sourcing
Recruiters using AI Sourcing for contact enrichment
Agencies balancing email, phone, and multi-channel outreach
Helpful next steps
Related ATZ CRM pages
AI Sourcing help article Review how AI Sourcing helps recruiters discover and enrich candidate profiles. AI Sourcing launch Read the earlier release that introduced AI-powered candidate sourcing in ATZ CRM. AI Sourcing Technology Filters See how technology filters made AI Sourcing more precise before this update added more control. Candidate Sourcing feature Explore the broader sourcing workflows available to recruiters in ATZ CRM. Candidate Sourcing Tools guide Compare sourcing approaches when your team needs more candidates for active jobs. Profile enrichment launch Review the earlier enrichment release for candidate and client contact information.
Quick answers
Common questions
What does Find External Candidates do?
It uses the job description to identify suitable candidates outside the existing CRM database and helps recruiters bring relevant profiles into the job workflow.
Can discovered candidates be assigned to the job?
Yes. Recruiters can assign suitable external candidates directly to the job after reviewing the profiles.
What contact details can AI Sourcing enrich?
Recruiters can choose email only, phone only, or both depending on the outreach channel they plan to use.
Why add more filters to AI Sourcing?
More filters help recruiters narrow external search results before spending time reviewing, enriching, or assigning candidates.
Does external discovery replace the candidate database?
No. It is most useful when existing candidates are not enough or when a role needs a broader sourcing pass.
What should recruiters check before outreach?
Recruiters should confirm fit, duplicate status, available contact details, client requirements, and whether the candidate belongs in the active job pipeline.
See it in context
Review this update inside your recruiting workflow
Book a walkthrough with the ATZ CRM team to see how this update supports your jobs, candidates, and shortlist process.