Your next placement is already in your database.
People update their profile long before they apply. Spadework gives you a heads-up the moment it happens.
Candidates update their LinkedIn before they apply. You call before they do.
You already knew this candidate. You just missed the signal.
All his work experience expanded. A new bio. A new profile photo. Three changes in one week, while nothing about his job changes. That may point to someone quietly getting ready to move.
Als iemand vertrekt, komt er een stoel vrij. Die is ook van jou.
Dezelfde beweging die jou een kandidaat oplevert, laat een vacature achter bij de oude werkgever. De ene agent volgt de persoon, de andere het bedrijf dat hij verlaat.
Bekijk de new business use caseFrequently asked questions.
What you see moving on a candidate, what GDPR allows, and who picks up the phone. Short answers, no small print.
That you start with the candidates you have already spoken to, instead of with a search on an external platform. Those people are in your ATS already, with a history and a relationship attached.
Spadework keeps those profiles current and gives you a signal when something about them changes. So you are not searching for new people, you are seeing when familiar people start moving.
What changes in the profile: a new job title, a new location, a certificate or a course added, a new employer.
You see who it is, what is different from last time and when it was picked up. The combination is often the interesting part: a new title at the same employer reads differently from a move to another city.
No. Spadework reads no intent and makes no statement about whether someone is open to something else. You cannot know that from a profile, and it would be a claim we could not stand behind.
What you do get is the fact and the moment: this changed, this is when. Whether that makes it a good time to call, you know better than we do.
No. Spadework does not line candidates up against vacancies and gives no scores. No list comes out ranking who would fit best.
What you get is a clean, current database and a signal when something in it moves. The judgement about the match stays with the recruiter, because that is exactly where your craft sits.
Yes. Spadework works within your own database, on people who are there with consent, and it is built and hosted in the EU. Nobody outside your own network enters the system.
Nothing is pooled either. One agency's data never ends up with another.
Today, not on its own. You get the alert with the context attached, and what happens next is yours to decide. The relationship you built stays yours.
How much an agent may do by itself is something you set per agent, from asking you first to handling it end to end. What goes out to a candidate today goes out from the recruiter.
That is the rule rather than the exception, and it is exactly where Spadework started. Before a signal comes out, your candidate profiles get cleaned, completed and kept current.
A signal is only as reliable as the data underneath it. So you do not need to spend months tidying up before you can start, the tidying up is part of the work.
They get read and turned into filled fields in your ATS. Out of a PDF or Word document come names, job titles, employers, education, certificates, languages and skills, back as data you can search and filter on.
A CV sitting there as an attachment is a blind spot for your system. Only once the field is filled can something change in it, and only then can a signal come out.
Continuously, not as a one-off clean-up. You set per agent how often it runs and across which part of your database.
You can also choose who you follow: a discipline, a region, a group you place more often. That keeps the attention on the part of your database you actually work with.
No. Spadework has formal partnerships with OTYS, Carerix, Byner and Mysolution, and integrates with others including Bullhorn, Teamtailor and Yellowyard. If yours is not on the list, we look at it with you and get the integration built.
Without an ATS you upload your candidate list and receive your opportunities by email.
Your ATS shows what happens inside your own process: who sits in which stage, who got placed, what your colleague agreed. That stays as it is, Spadework doesn't replace your ATS.
What your ATS cannot see is what changes outside that process. That a candidate earned a certificate, or moved to another region. Your ATS keeps the photo from back then, Spadework shows that something has shifted since.
Those tools search outside your own database: you set a query and get back people you do not know yet. After that you start from zero, because there is no relationship and no history.
Spadework does the opposite. It looks inward, at the people you have already spoken to, and reports when something changes there. That candidate tends to pick up, because you have had them on the phone before.
Within 2 weeks, not a migration project. For the systems we already connect to, the integration is there, so nothing needs building.
You see it on your own data first, then you decide what you switch on.
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