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Overview

This guide walks you through the complete workflow for placing a candidate using Recruitier. You will upload a candidate’s CV, let AI extract their skills, find matching jobs, and reach out to hiring managers — all from one platform.

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Why This Workflow Matters

Traditional candidate placement involves juggling multiple tools: a job board for searching, a spreadsheet for tracking, an email client for outreach, and a CRM for pipeline management. Recruitier consolidates this entire workflow into a single, AI-assisted process that saves hours per placement. The AI matching algorithm weighs three factors — title relevance (35%), skills alignment (45%), and experience fit (20%) — to produce precise match scores. This means less time scrolling through irrelevant results and more time focusing on the opportunities that matter.

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The Complete Workflow

1

Upload the Candidate's CV

Navigate to Candidates in the sidebar and click Upload CV. The upload wizard accepts PDF and DOC/DOCX files.Recruitier’s AI will automatically extract:
  • Full name and current job title
  • Location and contact information
  • Skills, technologies, and competencies (with confidence scores)
  • Years of experience and seniority level
  • Education history
Review the extracted information and make corrections if needed. The more accurate this data is, the better your job matches will be.
If you have the candidate’s LinkedIn URL instead of a CV, you can use the LinkedIn import option to pull their profile data directly. This works well for candidates whose CV is outdated but whose LinkedIn profile is current.
2

Confirm Skills and Set Preferences

After upload, you will be asked to confirm the AI-extracted skills. This step is critical because skills carry a 45% weight in the matching algorithm — they have the single largest impact on match quality.
  • Review each skill and remove any that are not relevant to the candidate’s current job search
  • Add skills the AI may have missed (especially soft skills or niche technologies)
  • Note the confidence scores — lower confidence skills may need manual verification with the candidate
Next, set the candidate’s preferences:
  • Location: Set their preferred work location using the map selector
  • Search radius: How far they are willing to commute (in km). 30-50 km covers most Dutch commute zones.
  • Salary expectations: Minimum and desired salary range
  • Flexibility: Remote, hybrid, or on-site preference
  • Job type: Full-time, part-time, or contract
Skipping skill confirmation or leaving inaccurate skills means the AI uses potentially wrong data for matching. Spend the extra minute reviewing skills — it pays off in significantly better match results.
3

Run AI Job Matching

From the candidate’s detail page, click Find Matching Jobs. This triggers Recruitier’s 5-stage AI matching pipeline:
  1. Analyzing — The system reads the candidate’s full profile and preferences
  2. Generating — AI builds optimized search parameters from the profile
  3. Searching — The job database is scanned using both semantic and keyword search
  4. Processing — Results are deduplicated and filtered by location, salary, and type preferences
  5. Scoring — Each job receives a match score: title (35%) + skills (45%) + experience (20%)
You will see real-time progress updates via SSE notifications as each stage completes. The process typically takes 30-60 seconds depending on the candidate’s profile complexity and result volume.
All job searches are free. You receive a notification the moment results are ready — no need to stay on the page. Credits are only consumed when retrieving contact persons.
4

Review Match Results

Once matching completes, jobs are displayed sorted by match score. The AI also provides a written explanation for each match. Focus your attention on:
  • 90%+ matches: Strong fits — prioritize these for outreach within 48 hours
  • 70-89% matches: Good potential — review the job description to confirm fit before outreach
  • Below 70%: May still be worth considering, but require careful manual evaluation
Click on any job to see the full detail including:
  • Complete job description and requirements
  • Company information (name, size, industry, location)
  • Contact details extracted from the posting
  • How recently the job was posted (recency matters for response rates)
  • AI explanation of why the job matches and any concerns
Jobs are grouped by company. If a company has multiple matching roles, this often indicates a strong hiring need — making them an especially good outreach target. The company is probably scaling up and open to recruiter partnerships.
5

Save and Organize Top Matches

Save the most promising jobs to your collection:
  • Add them to your saved jobs list
  • Apply tags for tracking (e.g., “Priority”, “Client Name”, “Candidate Name”)
  • Move them through your pipeline stages (Interested, Matched, Contacted)
Use the Kanban pipeline view on the candidate’s page to visualize where each opportunity stands. Tags with expiration dates are useful for setting follow-up reminders (e.g., “Follow up Friday” that expires automatically).
6

Reach Out to Hiring Managers

For each saved job, open the job detail page and use the outreach tools:
  1. Check contact information — Review extracted emails, phone numbers, and LinkedIn profiles. Use Lusha lookups if contact details are missing (15 credits for email-only, 60 credits for full contact).
  2. Create an outreach flow — Set up a multi-step sequence (initial email, follow-up after 3-5 days, LinkedIn message as alternative channel)
  3. Compose your message — Use the message composer with AI-generated personalization. Each AI message generation costs 1 credit.
  4. Select your tone of voice — Choose a professional, conversational, or direct tone
  5. Select your channel — Toggle between email (via connected Gmail/Outlook) or LinkedIn
  6. Send — Your message is sent directly from your real email inbox
Use the Tone of Voice feature to maintain consistent messaging. If you are part of an agency, use shared tone templates for brand consistency across all team members.
7

Track and Follow Up

After initial outreach:
  • Monitor the activity timeline on the company detail page
  • Update the pipeline status as conversations progress (Contacted, Meeting, etc.)
  • Use tag expiration to set follow-up reminders automatically
  • Log notes and outcomes for future reference
  • Track which outreach approaches get the best response rates

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Best Practices

  1. Confirm skills carefully — Accurate skills lead to significantly better match results due to the 45% weight in scoring
  2. Set realistic location preferences — A 30-50 km radius covers most Dutch commute zones without including impractical distances
  3. Focus on 90%+ matches first — These have the highest conversion potential
  4. Reach out within 48 hours — Fresh job postings have the best response rates
  5. Use multi-step outreach — A follow-up email 3-5 days after the initial message dramatically increases response rates
  6. Tag everything — Consistent tagging makes it easy to track which opportunities belong to which candidates
  7. Use internal search first — Before running a credit-consuming smart search, try the free internal job search to see what is already in the database