Research consistently shows that the majority of the workforce is passively open to new opportunities but not actively searching. These candidates — typically the most experienced and highest-performing in their field — will not respond to a job advert. They need to be found, approached with a personalised message, and engaged in a conversation before they will consider moving. Zyltex Talent Sourcing does exactly that, at scale, in the markets where you need it most.
Zyltex sourcers use a combination of professional network research, industry databases, alumni networks and direct outreach to identify and engage candidates who are not on the active market. Outreach is personalised and professional — designed to spark a conversation, not send a generic message to thousands.
Zyltex sourcers use a combination of professional network research, industry databases, alumni networks and direct outre...
For roles you hire regularly — engineers, sales executives, support agents — Zyltex Talent Sourcing builds a living pipeline of pre-warmed candidates who are familiar with your company and interested in future opportunities. When a vacancy opens, you're not starting from zero.
For roles you hire regularly — engineers, sales executives, support agents — Zyltex Talent Sourcing builds a living ...
Before we source, we map. Zyltex conducts a structured market mapping exercise for each search — identifying where the right candidates are, which companies they currently work for, what compensation they command, and how competitive the talent landscape is in your target market.
Before we source, we map. Zyltex conducts a structured market mapping exercise for each search — identifying where the...
We spend time understanding the role, the ideal candidate profile, and the competitive context. Then we map the market to identify where the best candidates currently are.
Our sourcing team builds a researched long-list of candidates who match the target profile, with detailed notes on each individual's background and potential interest.
We reach out to each candidate with a personalised message. We manage responses, answer questions about the role, and qualify interest before passing candidates to you.
You receive a shortlist of genuinely interested, qualified candidates who have already been introduced to your company and role — ready for a conversation with your hiring manager.
Organisations hiring senior engineers, data scientists, security specialists or other roles where the candidate pool is small and job boards generate minimal quality response.
Businesses that need market-leading local talent in a new country where they have no existing network or employer brand recognition.
Organisations where a critical leadership role is open and a slow, reactive hiring process is not an option.
Forward-thinking HR teams who want a warm talent pool ready before vacancies are officially open, reducing time-to-hire when positions are approved.
We'd been trying to hire a VP of Engineering for four months through job boards with no success. Zyltex had three excellent candidates in front of us in 18 days. We made an offer to the first person we interviewed and she joined within six weeks.
For most roles, we have an initial shortlist of engaged candidates ready within 2–3 weeks of receiving a brief. For very senior or niche roles in competitive markets, allow 3–4 weeks for a quality pipeline.
We need a clear role brief including: location, seniority level, key responsibilities, must-have experience, compensation range, and the key reasons why this is a great opportunity. The better the brief, the better the results.
Our sourcers use LinkedIn Recruiter, industry directories, professional association databases, alumni networks, GitHub and similar professional platforms — combined with personalised outreach crafted to generate a response from people who are not actively looking.
Yes. We allocate sourcing resource based on your priorities and volume. For large hiring programmes, we can dedicate a full-time sourcing team to your account.
Zyltex Talent Sourcing is available on a retained monthly model for ongoing pipeline development, or on a per-project basis for individual searches. Contact us for pricing specific to your requirements.
Find and place exceptional talent — in any market, in any role.
Post once. Reach talent pools across every market you're hiring in.
Hire anyone, anywhere — without opening a single entity.
Book a 20-minute call and we'll show you exactly how Zyltex works for your team and markets.
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