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A Head of Talent’s workflow for candidate phone number lookup: prioritize verified mobiles with confidence signals, run a 3-touch plan, log outcomes in ATS/CRM, and handle opt-outs for faster contact on hard-to-reach roles.
A Head of Talent playbook to find candidates’ phone numbers using a compliant workflow (identity → enrich → verify → rank → outreach), plus a diagnostic table, weighted checklist, and copy/paste outreach templates with opt-out language.
A Head of Talent’s recruiting stack map of recruiter sourcing tools. Use source-enrich-engage to improve reach rate, speed up first conversations, and protect candidate experience with compliant outreach.
A workflow-first guide to LinkedIn sourcing tools: run a repeatable LinkedIn sourcing loop, enrich only the shortlist you’ll contact, and use consistent follow-up to improve response rates without creating compliance risk.
A Head of Talent’s category guide to talent intelligence tools: separate discovery/segmentation from reachability, run a controlled pilot, and improve placement speed without harming candidate experience.
A Head of Talent’s guide to gem pricing: what drives the quote (seats, modules, implementation), what to ask procurement, and how to budget for faster replies and better candidate experience.
A Head of Talent’s workflow-first method to evaluate Lever alternatives for faster scheduling, better candidate experience, and compliant pipeline management. Includes diagnostics, weighted checklist, and outreach templates.
A Head of Talent operator’s Gem review: what Gem does well for recruiting workflow and engagement, where reachability breaks down, and how to evaluate by reply rate and time-to-first-response.
Compare Gem alternatives using a category map (talent CRM vs talent intelligence vs ATS). Includes a diagnostic table for low replies, a weighted checklist, and copy/paste outreach templates.
Gem runs recruiter workflow and engagement. Swordfish adds a reachability layer so outreach reaches real people and produces replies—improving time-to-first-response for passive candidates, silver medalists, and hard-to-reach roles with opt-out discipline.
