Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper for candidate sourcing
Candidate sourcing software.Find the people your shortlist is missing.
Sourcing is more than finding a profile with the right title. Cooper helps your team search for the evidence behind the brief, start a useful first conversation, and bring better-matched candidates into the process.
Trusted by teams that need more than a job-title match
Search wider when the role is hard to fill, then qualify the people you find before the shortlist reaches a hiring manager.
THE CANDIDATE SOURCING CHALLENGE
The best candidate search ends with evidence, not a list of profiles.
The search is wider than the recruiter has time for
A difficult role needs more than the first page of results. Time pressure pushes teams toward familiar titles, familiar networks, and familiar gaps.
Profiles do not explain motivation
A candidate can match the experience and still have no interest in the role, location, or stage. The signal appears when someone asks a good question.
Sourcing and screening live in separate handoffs
When one person finds candidates and another starts the review, promising people wait while context gets lost between tools.
THE PLATFORM
Source, qualify, and hand over better-matched candidates
Coo expands the search, Scout applies the brief, and Robin turns interest into evidence so your recruiters start with a conversation worth having.
THE IMPACT
What changes when sourcing ends in a qualified conversation
More
Relevant candidates beyond the usual network
1
Shared brief from search through interview
100%
Of sourced candidates given a consistent first look
HOW IT WORKS
How candidate sourcing becomes a stronger shortlist
Search for the fit, then let the first conversation prove whether the fit is real.
- 1
Describe the role beyond the title
Set the skills, context, constraints, and signals that should guide the search.
- 2
Coo finds and matches candidates
The search expands into a pool your team can actually qualify, not a long list of possible profiles.
- 3
Scout and Robin test the match
Candidates receive the same screen and structured first conversation as inbound applicants.
- 4
Your team reaches out with context
Recruiters see the evidence and the reason to contact each person before the relationship begins.
See how Cooper can support the recruiting workflow you run today.
Cooper vs sourcing a list of profiles and hoping
Cooper
Traditional candidate sourcing
Search signal
Brief, evidence, and context
Titles, keywords, and familiar networks
Candidate pool
Expanded and immediately qualified
Expanded, then manually triaged
Motivation
Checked in a structured conversation
Assumed from a profile
Recruiter outreach
Starts with a reason to contact
Starts with a generic message
Quality bar
Same rubric for sourced and inbound
Sourced candidates follow another process
Hard-to-fill roles
More search and more evidence
More time spent repeating the search
Cooper
Traditional candidate sourcing
Search signal
Brief, evidence, and context
Titles, keywords, and familiar networks
Candidate pool
Expanded and immediately qualified
Expanded, then manually triaged
Motivation
Checked in a structured conversation
Assumed from a profile
Recruiter outreach
Starts with a reason to contact
Starts with a generic message
Quality bar
Same rubric for sourced and inbound
Sourced candidates follow another process
Hard-to-fill roles
More search and more evidence
More time spent repeating the search
Use cases
Built for searches that cannot stop at the first page
Bring more relevant people into the funnel without asking recruiters to lower the bar or lose the context.
Candidate sourcing teams
A wider search with a clearer reason to reach out
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Cooper does what they promise – reliably, quickly, and without fuss. That's rare in recruiting tech, and we appreciate it.
Andreas Friedmann
Director Sales and Business Development — Breitseite GmbH
Cooper was almost self-explanatory from day one — barely any onboarding needed. It's given us real time savings and a much clearer overview of our hiring process. For a mid-sized team like ours, it's a great solution.
Florian Richter
CEO — Boda Borg Germany
Cooper helped us quickly find qualified freelancers while making the entire hiring process simple and efficient.
Cora Lode
Owner — Cora Lode Interiors
Cooper has become an essential part of our hiring process. It's intuitive, saves us time, and helps us quickly find qualified candidates—with outstanding support whenever we need it.
Sibylle Schmidt
Owner — Steuerberatung Schmidt
Security & data protection
Candidate research and conversations handled responsibly
Data stored in Europe
Your data lives on European servers and never leaves.
GDPR ready
Built to meet European data protection requirements from day one.
Never used to train AI
Your hiring data and candidate information stays yours — always.
Access controls
Role-based permissions for every member of your team.
Encryption
All data protected in transit and at rest.
Audit logs
A full record of every change made to your data.
- Candidate sourcing software helps recruiters find and organise people beyond inbound applications. Cooper goes further by matching candidates to a brief, screening them against the same criteria, and starting a structured first conversation.
- Cooper can help expand the search and prepare matched candidates for outreach. Your team controls the message, relationship, and whether a person moves into the hiring process.
- You define the context and evidence that matter for the role. The workflow then combines profile information with screening and interview answers instead of treating a title as proof of fit.
- Yes. Sourced candidates can enter the same screening, interview, and review workflow as inbound applicants, giving the team one consistent quality bar.
- No. Cooper helps with the search and qualification. Recruiters still own the relationship, the message, the candidate experience, and the decision to progress.
- Yes. The brief can include specialist skills, domains, locations, seniority, and the evidence your team needs to distinguish a real match from a keyword match.
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Find beyond the familiar. Start with better evidence.
Bring one hard-to-fill role to a demo and see how Cooper expands the search without expanding the manual workload.