A Talent Acquisition professional is not just a recruiter — they're a pipeline operator. Multi-channel sourcing, long-term nurturing, arbitration between urgent roles and strategic talents. Qualivio unifies your sources, scores each profile against the right brief, and lets you run your pipeline like a salesperson runs a CRM.
Talents come from LinkedIn, referrals, job boards, spontaneous applications, events, university partnerships. Qualivio accepts all these flows, normalises the data (experience, stack, location) and produces a comparable score across channels. You no longer lose the star candidate who arrived via a marginal channel into a parallel spreadsheet.
Import from LinkedIn, job boards, ATS, CSV, spontaneous applications
Automatic deduplication across channels
Comparable scoring across channels for objective arbitration
A strong talent pipeline doesn't stop at the open role. Qualivio keeps your qualified profiles in a reusable base: the candidate too senior today may be perfect for the role opening in six months. Automatic re-scoring against new briefs and semantic search save weeks on each new mission.
Custom tags: "re-contact Q2", "interested 2025", "strategic candidate"
Re-score an existing profile against a new brief in seconds
Semantic pool search: free-form description, not just keywords
As a company grows from 50 to 200 people, the TA team must shift from artisanal to industrial without losing quality. Qualivio absorbs volume (up to thousands of applications per mission), provides per-recruiter reporting, and lets a senior TA mentor several juniors on the same grid — without rewriting the rules at every onboarding.
Per-recruiter reporting: screening time, conversion rate, quality-of-hire
Scoring grids shared and versioned at team level
Accelerated junior onboarding: the grid sets the frame, the mentor validates
Try Qualivio free on your current pipeline and see what AI surfaces.
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