Hard-to-fill roles · Enterprise TA
Your recruiters are buried in applicants, yet your niche, senior and technical roles often don't fill. Visage checks the people already in your talent pools, searches the market for the rest, and delivers the ones who reply yes into your ATS or agency portal.
Your recruiters decide whom to interview and hire.
For enterprise TA teams (5,000+ employees) with hard-to-fill roles every year.
Interested means the person replied yes to a message about your role. Those are the people we deliver.
Per-Search pricing plus an annual access fee; each Search covers one role. Agree the roles, shortlist size and success measures before you expand.
Use the agency portal without an integration project. Candidates arrive in the ATS your team already uses.
Optional: add a first-round interview
Add pre-screening to any Search. Candidates who say yes can complete a first-round AI interview on their own schedule, powered by FloCareer, or a Visage recruiter can screen them. Your team gets the transcript and a summary against your criteria, and still decides who moves forward.
See how pre-screening worksFirst 10 AI interviews complimentary on a one-role pilot, provided by FloCareer. Visage sourcing is quoted separately.
Talent Rediscovery · Early access
Your ATS and talent CRM already hold thousands of people you've attracted. With Talent Rediscovery, we check the records you choose before we search the market, and only the people who reply yes reach your recruiters. Early access for 2027 deployments.
See how Talent Rediscovery worksHow Talent Rediscovery works: your talent pools first, then the market; only people who say yes reach your team
Two sources feed Visage's work. First, your talent pools: past applicants and talent-CRM contacts you choose, with active applications left out. Second, the market, searched for the gaps your pools leave. Visage then finds and compares profiles to the role, calibrates by reviewing 10 candidates with your team, and engages by contacting people about the role. Your team gets only the people who replied yes, in your ATS, and decides whom to interview and hire. There are no automatic rejections.
Clear responsibilities
Turn your job description and intake notes into a working sourcing brief.
Build and refine searches around the role and your calibration feedback.
Compare candidate experience with the requirements your team defines.
Contact people with messages written for your role, then follow up.
Tell Visage what fits and what does not before outreach scales.
Your recruiters review the candidates we submit and decide whom to interview.
Interviews, selection and offers stay with your recruiters and hiring managers.
AI interview, recruiter screen, or neither, role by role.
Visage supports sourcing. It does not take over your hiring process. Our AI finds and invites; your recruiters decide whom to interview and hire.
Start with your hardest roles
01
Start with roles your applicants can't fill. Share the requirements, priorities and context.
02
Your team reviews a 10-candidate calibration batch and tells us what fits before outreach scales.
03
Interested candidates arrive in your ATS. We agree success measures up front: interviews and hires, not profiles delivered.
Built from sourcing work
For ten years, our human sourcers labelled millions of candidates against hundreds of thousands of jobs. That data built our matching.
Calibration brings that experience into the context of your role. Your feedback guides the search before outreach scales.
How results are judged
Interviews and hires, not profiles delivered.
Approving a submitted candidate isn't a hire. Before we start, we agree with you what each role is judged on.
Interested means the person replied yes to a message about your role.
Deployment and change management
Choose the agency portal when you do not need an integration. Choose full integration for deeper automation.
No integration required
Add Visage through your ATS's existing agency portal. Recruiters receive candidates in their existing ATS workflow.
Your normal vendor, privacy, and security approvals still apply. No integration does not mean no review.
Typically 2–3 months
Choose a full integration when you need deeper workflow automation and data exchange. Plan for a typical implementation of 2–3 months, coordinated with your ATS, IT, and security teams.
Timing depends on the ATS, agreed scope, and your internal review process.
We do the work
Sourcing and rediscovery software gives your team more to do: searches to set up, matches to review, outreach to manage. Visage does that work. Your recruiters meet the people who replied yes, and you pay per role, agreed up front.
Requirements, searches, calibration with your team, outreach and follow-up.
An all-in price per role, quoted up front.
We agree success measures up front, not profiles delivered.
Pricing
We'll quote your all-in cost per role. Each Search covers one role.
Agree the roles, shortlist size and success measures before you expand.
See how pricing worksReview how we process and protect data before you start.
Our data processing addendum, security measures and sub-processor list are published here. Your normal vendor, privacy and security approvals still apply.
Talent Rediscovery processes only the records you choose, through a disclosed sub-processor, under DPA terms agreed in writing before any record is shared.
We'll look at them with you, pick the ATS route, and agree what success looks like before we start.