Recruiters who keep candidate networks alive between requisitions.
Recruiting and staffing firms whose value is the network they build over years — and whose biggest waste is the candidates whose contact details quietly slip out of date.
Profile. A specialist recruiting firm focused on mid-senior hiring across two or three verticals.
Scale. Ten to fifteen consultants, plus a research team that maintains the candidate database.
Workflow. Consultants meet candidates at industry meet-ups, off-sites and coffee chats. Cards pile up; only the candidates linked to a live mandate make it into the ATS.
- Candidate cards turned into stale rows once the mandate closed
- Consultants moving roles took their network with them, on paper
- The same candidate was contacted by two consultants from the same firm
- Quarterly nurture campaigns missed half the network because data was old
- Every card a consultant collects is in the firm's database within seconds
- Mandate-agnostic capture means the network keeps compounding
- Duplicate flags surface before two consultants reach out to the same person
- The research team enriches each contact with company size and seniority
What actually changed.
When a consultant leaves, the firm keeps the network — it lives in the system, not in their phone.
The first round of names for a new mandate comes from the existing database, not LinkedIn outreach.
Candidates stopped getting parallel pitches from two consultants at the same firm, which protected the relationship.
“Our network is the product. cardziAI made sure it stops walking out of the door every time someone changes their role.”
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