In this piece (6 sections)
The best person for your open role probably isn't in your inbox. They're heads-down at their current job, not browsing job boards. Reaching them means hours of manual searching — and even when you find someone promising, they end up in a spreadsheet, disconnected from the screening and interviews that actually tell you whether they're a fit.
Tukadi's candidate sourcing is built to close that gap. Starting from a job you've already set up, it surfaces people who appear to match your criteria — and because it lives inside Tukadi, the people you reach flow straight into the same AI screening and interviews as your inbound applicants. Sourcing, screening, and shortlisting in one place.
What it does for you
- Surfaces matching profiles from publicly available professional data, so you're not starting every search from a blank box.
- Shows you the "why" — each profile lists the specific criteria from your job that the person appears to meet, as facts you can check.
- Keeps outreach in your hands — reach out from your own email or open the profile directly. Tukadi never messages anyone for you.
- Feeds your existing pipeline — anyone you source who applies is screened and interviewed exactly like every other candidate.
How it works in Tukadi
1. Set up the job once. You define the role and its eligibility criteria the way you already do for screening. Sourcing reuses those same criteria — there's nothing extra to configure.
2. Click "Find candidates." Tukadi searches publicly available professional data and surfaces people who appear to fit, each tagged with the criteria from your job they seem to meet. There's no score and no ranking — it's a set of people to review, not a verdict.
3. Review and reach out. You decide who's worth contacting. Tukadi pre-drafts an outreach email that you send from your own account, or you can open the person's profile and connect your own way.
4. They apply and get screened like anyone else. When someone you contacted applies, they go through your normal eligibility screening and a structured AI interview — same questions, same rubric as your inbound applicants.
5. You get a shortlist, not just a list. The payoff is a ranked, evidence-backed shortlist of candidates who were evaluated consistently — including the ones you sourced.
Why "built into your pipeline" is the point
Most sourcing tools hand you a list and stop there. You still have to screen those people, interview them, and compare them somewhere else — usually by hand, in a different system, against different criteria than your applicants.
Tukadi connects the whole funnel. A candidate you find today is screened, interviewed, and scored in the same place, against the same criteria, as everyone else applying to the role. That's what turns "more profiles" into a better shortlist, faster — and it's the part a standalone sourcing tool can't give you. (Here's how Tukadi's AI interviews work once a sourced candidate applies.)
You stay in control — and so do candidates
We built sourcing as a discovery aid you steer, not an automated decision engine. That matters for your hiring quality and for staying on the right side of hiring law:
- No scoring or ranking of people at the sourcing stage. You get an unordered set with the criteria each person appears to meet, and you decide who matters.
- You own the outreach. Tukadi drafts; you send, from your own account. Nothing goes out automatically, and the draft includes the identification and opt-out language outreach is supposed to carry.
- Privacy-first by default. Sourcing uses publicly available professional data, and surfaced profiles are automatically deleted after 30 days if the person never applies.
- Real evaluation stays human-reviewed. Scoring and decisions happen after a candidate applies, through your normal screening and interview controls — never silently during sourcing. See our AI Disclosure for the details.
What it is — and what it isn't
We'd rather be straight with you than oversell:
- It expands the top of your funnel. It doesn't replace your judgment on who to pursue, or your craft in writing outreach people actually reply to.
- It's a discovery aid, not a guarantee — results can be incomplete or off, and the quality of a search still depends on how clearly your role criteria are written.
- It's in early alpha and free to use while we learn from real recruiters. It may change as we improve it. If you want the broader context on where AI sourcing genuinely helps and where it's overhyped, we wrote about that here.
Try it on a live role
If you're already hiring on Tukadi, open one of your jobs and click Find candidates to see who it surfaces. The people you source go through the same screening and interviews as your inbound applicants — so sourcing isn't a detour, it's the front of the same pipeline that gets you to a shortlist.