Start with the people you already know

What is candidate rediscovery?

Candidate rediscovery means searching the candidates your agency already has when a new role opens: people who applied to earlier roles, people saved in the talent pool and candidates that came in from your ATS, before you pay to find new people. In Kretsia it is the same search as sourcing. The brief you write for the role runs on your own database with the same ranking and the same met, partly met or missing marks per requirement, so the shortlist you send the client reads the same whether a person came from your database or from a worldwide search.

The person who was second choice for a similar role last year is often the first person to call this year. Rediscovery is how you find them in two minutes instead of remembering them by chance.

Where Kretsia looks

How a search of your own database works

1. Write the role the way you would say it. Describe it in your own words or paste the client's job ad. Kretsia turns it into requirements, must-have and nice-to-have, that you can edit before anything runs: years in what, where, which languages, which employers now or ever.
2. Choose your own database. The sourcing page has two modes, your own database and the world. Pick the first. The confirm step, the results list and the profile panel are the same in both, so there is nothing new to learn.
3. The whole pool is ranked. Everyone you are allowed to see is scored on how well their experience and skills match the role, then checked against the plain requirements: place, language, employer, total years. Nobody is filtered out by a keyword; a person who applied for a different title still comes up if the work fits.
4. The top of the list gets the full reading. The people at the top are read against every requirement, the same way a worldwide search reads a profile: each requirement marked met, partly met or missing, with the line from the CV that shows it. The list is then ordered by that reading.
5. Pick people and move on. Add the ones you want to the job's pipeline, save them to the talent pool, or send them to a Teamtailor job with the notes on why they match. Every search is saved, so last month's shortlist reopens as it was.

What you see for each person

The same card as in a worldwide search. At the top, the requirements from your brief, each marked met, partly met or missing. Under each mark, the line from the person's CV or profile that the mark rests on, so you can check it yourself in a second. Then the CV they sent you, and what your team already noted about them. That card is what you forward when a client asks why someone is on the list.

Because every person on the shortlist carries the same requirements, a client can compare them without reading five CVs first. The trade-offs are visible: this one meets everything but the second language, that one is partly there on years but has the exact employer background.

Then search the world for the gaps

When your own database gives you three good people and the client wants five, switch the same brief to the world. Kretsia searches professional profiles worldwide, including people who are not applying anywhere, ranks them and marks them the same way, and one click finds a person's work email. The two lists sit next to each other under the same requirements. On PeopleSearchBench's recruiting set, Kretsia scored 84.12 in June 2026, ahead of Lessie, Juicebox and Exa. More on the candidate sourcing page.

Why start with your own database

Agency owners describe the problem the same way in recruiter forums: the database has thousands of CVs, the search in the ATS is a keyword box nobody trusts, so every new role starts on LinkedIn, and the people who applied last year never hear from you again. One owner's question to peers in 2026 was how to show clients "why these five" when the five came from the database. Searching what you already have is the cheapest sourcing there is, and with the marks per requirement it is also the easiest to explain to a client. It is one of the reasons agencies give for weighing a LinkedIn Recruiter renewal against a tool that searches both.

Works with Teamtailor

Many agencies keep Teamtailor as the system the whole team lives in. Kretsia connects to it so that searching your own database includes the candidates there, and the results go back where the team works.

• Candidates and CVs come in every hour. Your Teamtailor candidates and their CVs come into Kretsia automatically, so a search of your own database covers them without an export or an import step.
• One click into a Teamtailor job. The people you pick from a search, from your own database or from the world, go into a Teamtailor job with one click, with notes on why they match, so the reasoning travels with the candidate.
• The same brief, the same marks. Teamtailor candidates are read against the same requirements as everyone else, with every requirement marked met, partly met or missing and the line that shows it.

Pipeline, talent pool, career site and interview scheduling are also built into Kretsia, in English and Swedish, for agencies that would rather run everything in one place.