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Building a talent pool with Wiggli

Keep a living pool of strong candidates warm, so when a role opens you start from a shortlist instead of a blank search.

CLIENT-ONLY · How-To

Outcome

Section titled “Outcome”

A persistent “hot list” of candidates worth keeping warm even when no role exists for them yet. When a vacancy lands, you contact your pool first.

Prerequisites

Section titled “Prerequisites”
  • An active Wiggli Intelligence account
  • An available project slot

How it works

Section titled “How it works”

Projects double as a living talent pool. A long-running project holds the candidates, refreshes their data automatically, and gives the AI Co-pilot (Wiggli’s in-project AI assistant) a place to keep their signals current. Pair it with a periodic re-engagement campaign and you have a talent pool that maintains itself.

Steps

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Build the pool

Section titled “Build the pool”
  1. Create a project named for the persona (e.g. “Hot list, Senior Backend Devs, Benelux”).
  2. Add candidates from any search that fits.
  3. Run the AI Co-pilot (career summary, open to work, key skills) so future-you has the context.
  4. Keep adding over time as new searches surface relevant profiles.

Keep it current

Section titled “Keep it current”
  1. Save filters matching the persona. Run them weekly and bulk-add new matches.
  2. Re-run Co-pilot presets every 1-2 months. Open-to-work and likely-to-switch signals change.

Re-engage periodically

Section titled “Re-engage periodically”
  1. Build a light re-engagement campaign (“wanted to keep in touch” beats “got time to chat?”).
  2. Run it quarterly or twice a year.
  3. Replies surface candidates who are now warm.

Activate when a role opens

Section titled “Activate when a role opens”
  1. Filter the pool by the relevant Intelligence Columns (the yes/no/unclear columns the Co-pilot adds, e.g. Open to work = yes).
  2. Move qualified candidates into a vacancy-specific project.
  3. Run a targeted campaign with the real role details.

Verification

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The pool grows month over month, re-engagement campaigns generate replies even with no open role, and time from vacancy to first interview shortens because candidates are already warm.

Troubleshooting

Section titled “Troubleshooting”
  • Pool hits the per-project cap. Hunter caps at 500, Strategist and Oracle at 1,000. Split by sub-segment (seniority or geography).
  • Re-engagement open rates dropping. Rotate content. Pause for six months if metrics fall too low.

Best practices

Section titled “Best practices”
  • One pool per persona, not per role. Personas are reusable; roles are too specific.
  • Quality over quantity. A 50-person pool you actually warm up beats a 500-person pool you ignore.
  • Combine with Company Insights. When a target company has layoffs or a restructure, its people often qualify overnight.
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