Strong candidates disappear
The right person may have been met two years ago but is difficult to find again.
Built for Executive Search & Headhunting
Your best candidate for the next search may already be in your network.
Turn years of candidate sourcing into a searchable recruitment asset. Keep candidate profiles, experience, conversations, search history and opportunities connected—so your team can quickly identify the right people when a new mandate arrives.
Plans from LKR 7,000/month • Built & supported in Sri Lanka
CVsLinkedIn sourcingEmailsConsultant knowledge
One Searchable Candidate NetworkProfiles • relationships • search history
The knowledge problem
Your agency already has valuable candidate knowledge. The problem is finding it again.
Every search adds candidates, conversations and market knowledge. When that information is scattered across folders, LinkedIn, email, spreadsheets and individual consultants, much of its value is lost.
Search starts from zero
Teams source externally before fully exploring candidates they already know.
Knowledge lives with consultants
Conversations, interest and context can remain in personal notes or memory.
Search and mandate context becomes unclear
Rigid CV search, missing conversation history and disconnected shortlist progress make each mandate harder to manage.
Candidate Databank
Build a candidate network your team can actually use.
A folder containing 10,000 CVs is not the same as having a searchable network of 10,000 candidates.
Keep professional experience, employers, job titles, qualifications, skills, projects, certifications, contact details, documents, current and earlier CVs, vacancy history and recruiter communication connected to one candidate profile.
That turns stored documents into recruitment context the wider firm can reuse.
Explore Candidate Databank1Source candidate
2Build candidate profile
3Record experience & skills
4Add recruitment history
5Search again later
6Match future opportunities
Every search adds knowledge back into the candidate network
Search the network you own
Describe who you're looking for. Search the network you've already built.
“Find finance managers with manufacturing experience, exposure to SAP and at least 8 years of experience.”
Search across experience, skills, projects, certifications, education and qualifications. Relevant evidence can surface across differently titled profiles for consultant review.
Finance ManagerFinancial ControllerHead of FinanceDGM – Finance
IntellixHR assists discovery; consultant judgement remains central.
Search Mandates
Keep every search mandate organized.
Each client vacancy becomes a working area for requirements, candidates, consultant ownership, activity, shortlist progress, client stages and history.
01
DiscoverClient requirement, mandate & network search
02
EvaluateReview history, contact & assess candidates
03
PresentShortlist, submit & manage client interviews
04
PlaceSelection, negotiation, offer & placement
One candidate can be considered for multiple mandates over time while their permanent profile and relationship history continue to accumulate.
Candidate Relationship History
Know the history before you make the next call.
The candidate profile preserves recruitment context, not just CV information. Another consultant can understand what has happened without asking around.
Previous recruiter calls and outcomes
Vacancies and opportunities considered
Earlier shortlist and client-stage history
Consultant ownership and activity
Last activity and scheduled follow-ups
Current profile, documents and CV history
Talent Pools & Saved Searches
Build candidate groups before the next requirement arrives.
Organize useful networks by discipline, market, geography or seniority. Save a search, add filtered or recommended candidates to a pool, and return to that starting point when a future mandate arrives.
Firm-wide Candidate Knowledge
Don't let candidate knowledge leave with one consultant.
Consultants naturally build strong market knowledge. Candidate ownership, relationship status, activity, calls, follow-ups and mandate history make the appropriate context available to the wider organization.
Who owns this relationship?
When did we last speak?
Which mandate was discussed?
What was the outcome?
Is a follow-up due?
Where are they in the client process?
Controlled Client Visibility
Share the relevant search—not your entire databank.
Provide client access to their vacancies and candidate boards relevant to those vacancies while the wider candidate network remains within your firm.
Practical AI Assistance
AI that helps recruiters search the knowledge they've already built.
AI helps with searching and administrative work. Your consultants still make the judgement.
CV → Structured Profile
Structure CV information and make candidate evidence easier to review.
Requirement → Relevant Profiles
Describe the person required and search the existing network.
Vacancy → Potential Candidates
Surface potentially relevant profiles for consultant review.
Executive search is still about people.
Technology can organize information, surface relevant candidates and reduce administration. Understanding ambition, evaluating fit and building trust still depends on experienced recruiters.
Illustrative Workflow
A new mandate arrives. What happens next?
A client needs a Head of Finance with manufacturing experience.
1
Create the searchRecord the client requirement and mandate.
2
Search your networkLook for relevant leadership and manufacturing experience.
3
Review candidatesInspect experience, history and earlier interactions.
4
Build the shortlistConnect suitable people to the mandate.
5
Contact candidatesRecord calls, follow-ups and outcomes.
6
Present candidatesProgress appropriate profiles into the client process.
7
Manage interviewsKeep client stages connected to the search.
8
Keep the knowledgeRetain every useful candidate for later searches.
This is an illustrative workflow, not a claim about a specific client search.
A Compounding Business Asset
Your candidate network should become more valuable every year.
Every candidate sourced, CV received and search completed adds knowledge your team can find and reuse.
Reuse previous candidatesStart new searches with the network already built.
Find candidates fasterSearch professional evidence beyond folders and exact keywords.
Preserve candidate knowledgeKeep recruitment history available across the team.
Build stronger talent networksOrganize valuable candidates into reusable pools.
Improve mandate visibilityUnderstand candidate progress through the client pipeline.
Reduce duplicate sourcingAvoid repeatedly rediscovering people already known.
System of record for the relationship
Storing candidates and knowing your candidates are different things.
Excel can maintain a list. CV folders can store documents. LinkedIn can help discover people. Executive search also requires relationships, previous mandates, conversations, candidate history and future relevance.
IntellixHR brings that recruitment context together around the candidate.
Local Implementation
Built around the way your search firm works.
We'll understand how your consultants source, shortlist and manage candidates, then align the platform to that workflow.
Built & supported in Sri LankaA product of TechlicizePlans fromLKR 7,000/monthView Pricing
Prefer to speak with us?+94 777 362 991
Request a Demo
Let’s see how much value is already sitting in your candidate network.
Show us how your team stores, searches and manages candidates. We’ll show you how IntellixHR can bring that knowledge into one searchable workspace.