Candidate re-engagement

Your next hire already applied

Achilles pulls every past applicant into one searchable talent pool, maps their skills and work history, and runs text campaigns that turn dormant candidates into scheduled interviews

See it work, start to finish

From a plain English search to a scheduled interview in one flow.

Watch a recruiter search the pool, open a candidate’s work history and skills, build the text campaign, and see it land on the candidate’s phone. It ends the way the real thing ends: 200 past applicants back in play.

How it works

Pull in every applicant you have ever had

Achilles connects to most applicant tracking systems and imports your full history, back to the first day you used it. From then on, the pool updates itself as new candidates come through.

Every profile mapped, and it keeps getting smarter

Skills and work history are mapped from every resume and profile. Candidates Sam has screened get more: their record is enriched with everything learned in the interview. Most talent pools are filing cabinets of stale resumes. Yours improves every time Sam talks to someone.

Search your whole company in plain English

Type “forklift certified, second shift, within 30 miles” and see every match across every plant, property, and location, with resume, work history, and skills in one view. Or start from a requisition and let it pull matching candidates automatically.

Launch campaigns that end in interviews

Start from a template or build from scratch. Sam texts candidates, confirms interest, answers questions, suggests roles that fit, then routes them into an interview and updates their screening. Reopen a job and re-engagement can kick off on its own. Need to reach one person? Send a one-off message, human to human.

What teams re-engage for

Reopened jobs

Past applicants for that role get texted automatically the moment it reopens.

Seasonal ramps

Rebuild last season’s workforce before you spend a dollar on job boards.

Hiring events

Follow up with every walk-in and sign-up while they are still warm.

General outreach

Ask the whole pool who is open to new opportunities.

Referrals from new hires

Text recent hires and ask who they know that is looking.

From scratch

Build any flow you want for any list you can search.

The database is the channel now

46%

of sourced hires now come from the company’s existing database

Up from 26 percent in 2021

higher hire rate for past candidates than fresh applicants

They already know you. You already know them.

45%

response rate on two-way recruiting texts

Cold recruiting email gets 5 to 7 percent

$5,475

the average cost of hiring someone new

A re-engaged hire skips the entire acquisition bill

FAQs

Most major ATSs. The import reaches back to your first day on the system, and the pool updates continuously as new applicants come through.

Built in. Consent is tracked per candidate, opt-outs are handled automatically, and candidates who opt back in can be re-enrolled.

Sam shares the matching openings, or chats through their experience and suggests roles that fit. Then she routes them into an interview and updates their screening. Interested candidates land on your calendar, not in a follow-up queue.

No. Campaigns run on templates and triggers, like re-engaging past applicants automatically when a job reopens. Your team’s involvement can be as light as approving a campaign and watching interviews land.

Put your database back to work

Search it, text it, and turn the candidates you already paid for into interviews on the calendar.

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