You already paid to meet these people. Go back to them first.
Every candidate who ever applied to you, grouped, searchable by the skills they actually demonstrated, and re-invitable the moment a matching role opens. Unlimited pools, unlimited people, no expiry — and a recorded consent status on every single record, so you know what you are allowed to do with it.
- No credit card
- No sales call
- Candidates can leave any time
- Tanca
- Skillify
- Glinks
- GCafe
- GHR
- GWork
The most expensive thing you own is the folder you never open.
Around ninety-five percent of the people who apply to a role do not get it. You paid for every one of them — the job post, the screening hours, the interview slots. Then the role closed and they became a folder.
Six months later you open a similar role, and you go out and pay to meet the same kind of person all over again. Meanwhile, someone you already interviewed and liked is sitting in that folder, and they would probably take your call.
The pool has no limits. One thing on this page does.
We would rather draw the line clearly than let you find it later.
Unlimited, permanently
- Candidates stored
- Named pools
- People per pool
- Skill and keyword search
- Saved searches
- Pool membership across roles
- Consent tracking and audit trail
- Notes and contact history
- Manual outreach
- Export
- Team access
- Retention rules
Draws on your agent allowance
Searching the pool yourself is unlimited and always free. The agent is the version that does it for you automatically, every time you open a role — and that runs on GPU time, so it shares the monthly agent allowance.
Nothing in the pool is ever deleted, locked, or held hostage by a quota. Even at zero remaining agent runs, every candidate stays searchable by hand.
Pools you name, for the roles you actually repeat.
Most companies hire the same handful of shapes over and over. Group people by those shapes once, and every future opening starts with a shortlist.
Your pools
Name a pool, describe it, tag the skills, and let it fill. Or let AI keep it curated for you.
Inside a pool
Everyone in one pool, with their score, their skill match, and — on every row — what you are allowed to do with them.
A person’s record
What they showed you, when, and where else they have been in your process.
Keyword search finds the word. This finds the skill.
A CV search matches strings. Someone who ran a shift rota for two years but wrote “team coordination” instead of “scheduling” does not come back, and you never know they existed.
Career GPS searches what people demonstrated — assessment results, interview evidence, verified skills — alongside the text. So a search for scheduling returns the person who proved they could do it, not just the person who used the word.
Save the search. The next time someone matching it enters your pipeline, they land in the pool automatically.
- Verified skills, not just keywords
- Filter by score band, region, availability
- Save a search, and it keeps filling
Before you spend anything on sourcing, check who you already know.
Open a role, and the agent searches your pool against it automatically. It reports what it found, and nothing is sent until you say so.
The agent runs the search, applies your exclusion rules, and hands you a list. It never contacts anyone on its own, and it never contacts someone twice inside your cooling-off window.
- Runs on every new opening
- Applies consent and cooling-off rules first
- Nothing sends without your approval
- Every run leaves an audit trail
This is the one agent a job board cannot switch off. It runs on the candidates in your own system, so nobody else controls the supply.
See all 6 agents →A talent pool is only an asset if you are allowed to use it.
Vietnam’s Personal Data Protection Law has been in force since 1 January 2026. A stack of CVs collected for one company’s one opening is not a database you may reuse at will. Most systems in this market are accumulating a liability and calling it an asset.
Level 1 — Their own results
- What it covers
- The candidate seeing their own assessment results and competency profile
- How it is obtained
- Near-automatic — this is their own data, and access to it is their right
- Where it is asked
- When they create their account to view results
- Default
- Granted on account creation
Level 2 — Cross-company visibility
- What it covers
- Other companies in the system seeing their profile when a role matches
- How it is obtained
- A separate, deliberate switch, in plain language, that they turn on themselves
- Where it is asked
- At the moment they are invited to a quiz or interview, in exchange for something concrete
- Default
- OFF
- Reversible
- One click, any time, no explanation
Written in ordinary words, never buried.
The switch reads: “Let other companies in the system see your competency profile when a matching role opens.” Not a clause in a terms page.
Withdrawal is instant and visible to you.
When someone revokes, their record locks from outreach immediately and shows the Withdrawn state. You are never in the position of contacting someone who asked you not to.
A six-month attribution window.
Pool activity is scoped in time, so old records do not create open-ended obligations or disputes.
We also do not introduce your candidates to your direct competitors. That restriction is written into the contract, not just the product.
This page describes how the product works and is not legal advice. Our consent flows and contracts are reviewed by Vietnamese counsel.
Pools built on people who were treated well are bigger.
Consent is not a form. It is a trade, and the candidate decides whether it was fair. A person who applied, heard nothing for three weeks, and then got a switch asking to share their profile more widely will say no.
A person who got their assessment results back the same day the decision was made — free, with no upsell attached — says yes at a much higher rate. That is the whole mechanism, and it is why the rejection experience and the size of your talent pool are the same problem.
Turn it on per role. The candidates you do not hire get their own competency results, and they get asked, once, whether they would like other opportunities.
- Results returned the same day
- First message sells nothing
- Asked once, never chased
Hi Nguyễn Thị Mai Anh, thank you for taking the time to apply and complete the assessment. Here are your competency results…
The ask comes after the results — not before.
Four ways people get in, none of which need extra work.
The pool fills as a by-product of hiring you are already doing.
Everyone who applies to you
Every candidate in every pipeline lands in the pool automatically, with their consent status attached from the start.
People you sourced but never processed
The CVs that arrived when you had no opening. They stop being a dead folder.
Auto-curation
Tag a pool with the skills it is for, and matching candidates join it as they arrive. Review the suggestions or let it run.
Past employees
People who left on good terms are the highest-converting pool there is, and Tanca HRM already knows who they are.
Requires Tanca HRMA pool with stale records is worse than no pool. Set a retention rule per pool and records past it are archived automatically — which is also what the law expects of you.
The pool is what makes the second hire cheaper than the first.
Pipeline & Candidates
Where people enter
Talent Pool
You are here
Re-engagement Agent
Finds them again when a role opens
Pre-Onboarding
Paperwork before day one
Tanca HRM
Including who used to work for you
The first time you hire a store supervisor, it costs what it costs. The fifth time, you start from fourteen people who already know your company.
Measured inside the product.
Food retail chain · 22 stores
Share of repeat hires sourced from the pool on the second opening.
Logistics company · 3 southern warehouses
Time to shortlist on a repeat warehouse role opening.
Restaurant group · Ho Chi Minh City
Average cost per hire on repeat openings versus first-time sourcing.
You will see the same numbers for your own pools from the first repeat role.
Questions people ask about the pool.
Is the talent pool really unlimited?
Yes. Unlimited pools, unlimited people, unlimited manual searching, no expiry. Only the Re-engagement Agent, which searches for you automatically, draws on the monthly agent allowance.
Are we allowed to keep candidates who applied for a different role?
For your own future roles, yes, on the basis of their application to you — and the record shows exactly that status. Using a profile at another company requires that candidate’s separate, explicit consent, which they give or withhold themselves.
What happens when someone withdraws consent?
Their record locks from outreach immediately and shows a Withdrawn state. Nobody on your team can contact them through the platform after that.
Can candidates delete themselves entirely?
Yes, at any time, in one click, without explaining why. That is their right under the law and it is built into the product.
Will our candidates be shown to our competitors?
Not to your direct competitors. That restriction is contractual, not just a setting.
How do people end up in a pool?
Automatically from your pipelines, from CVs you uploaded, from auto-curation rules you set, and — if you use Tanca HRM — from your alumni.
Does this need Tanca HRM?
No. Only the past-employee source does.
How long do we keep records?
You set a retention rule per pool. Records past it are archived automatically, which is also what the law expects.
Find out who you already know.
Import your past candidates and run one search. It costs nothing and it takes about ten minutes.
Start free- No credit card
- No sales call
- Candidates can leave any time