FAQ · EXPERTINI ATS

Candidate Relationship Management — FAQ

Building, messaging, and surveying your talent pool, answered directly.

2 min read · Updated July 2026 · Expertini Editorial

Questions specific to the Candidate Relationship Management side of Expertini ATS — the talent-pool database, keyword resume search, targeted messaging, and post-hiring-process surveys.

01What counts as the talent pool

Every candidate who's applied to a job, plus anyone bulk-imported via CSV/JSON or added through the CV drop tool — all searchable by skill, location, tag, and source from one view, whether or not they're currently in an active pipeline.

02Messaging that respects the inbox

Targeted messaging sends to a filtered slice of the pool you select (not a blast to everyone), every message includes an automatic unsubscribe link, and opted-out candidates are permanently excluded from all future sends and surveys — capped at 300 recipients per send.

03What surveys are actually for

Post-interview or post-hiring-process satisfaction surveys — rating plus free-text questions, sent to a filtered candidate group, with responses compiled into a report showing response rate and average ratings, so you have real feedback on your own hiring process rather than assuming it went well.

04Getting an existing candidate database in

Teams rarely start from zero — the pool you've built up in spreadsheets or a previous system imports via CSV or JSON, and individual CVs can be added through the CV drop tool as they arrive. Imported contacts sit in the same searchable pool as organic applicants, filterable by skill, location, tag, and source, so "where did this person come from" stays answerable long after the import. Worth doing before you import, not after: a candidate you imported is still a data subject — make sure your basis for holding and contacting them is sound, since the 24-month automatic deletion and unsubscribe machinery apply to imported contacts exactly as they do to applicants.

05Making a talent pool pay off — the silver-medallist habit

The highest-yield CRM habit costs one search: before publishing a new role, filter the pool for strong past candidates from similar pipelines — the people who reached your final rounds and lost narrowly. They're pre-vetted, they know your process, and a personal re-engagement message converts far better than a cold posting. This is the concrete difference between an ATS (tracks one hiring process) and a candidate CRM (compounds across processes): the second search into a warm pool is where the compounding starts.

Frequently asked questions

Is there a limit to how many candidates I can message at once?⌄

300 recipients per send — a deliberate cap that keeps sending synchronous and reliable rather than needing a queue system.

Can a candidate opt out permanently?⌄

Yes — the unsubscribe link on every message excludes them from all future messaging AND surveys, not just that one campaign.

Do imported candidates get scored automatically?⌄

No — CMS scoring runs on applications to a specific job, since a score is always relative to a job description's requirements. Imported contacts become searchable pool members; they get scored when they enter a pipeline.

Is Candidate CRM a paid add-on?⌄

No — the talent pool, search, messaging, and surveys are included on every plan, Basic upward. It's part of the product's definition, not an upsell.

At a glance

Talent pool spans applicants + imported/bulk-added contacts
Messaging is always to a filtered group, never a blanket blast
Every message includes an automatic unsubscribe link
Surveys compile into a response-rate + average-rating report
CSV/JSON import puts an existing database into the same pool
Re-engaging past finalists beats starting every search cold

See candidate relationship management — faq on your own hiring.

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