CV-Library posting and database search for a UK recruitment desk

The rhythm on a UK recruitment desk is not one channel. A consultant takes a brief on Monday, advertises the role, and starts searching the database the same afternoon rather than waiting to see what the advert brings. By Wednesday there are applications from the advert, a shortlist from database search, and a handful of referrals and returning candidates from the agency's own records. All three streams have to arrive in one pipeline or the consultant is comparing three lists in three places.

That is the shape the integration is built for. Advert responses and database pulls land on the same requisition, in the same stages, with the source recorded per candidate so the week can be analysed afterwards. The consultant works one shortlist.

The stream people forget is the third one, the agency's own database. A desk that has been running for two years usually holds more relevant people than any single board search will return, and the Candidate Sourcing Agent looks there first precisely because that search is free and the board search is not.

The failure mode of any credit-based candidate database is paying twice for the same person. A consultant runs a search, sees a strong CV, downloads it, and only discovers three days later that the same candidate was placed by a colleague eighteen months ago and is already on file with notes, references and a reason they did not work out at a particular client.

The in-build search is designed to prevent that at the point of the result list rather than after the download. Results you already hold are marked, with the existing record one click away, so the consultant can read the internal history before deciding whether to spend anything.

It is a small feature that changes the economics of a database seat, and it depends entirely on your own data being clean, which is the argument for capturing everything into one record in the first place.

UK desks track things a generic CRM does not have fields for. Right to Work document capture with expiry reminders, because a document that expires mid-contract is a problem that surfaces at the worst moment. IR35 status on contract placements, because inside and outside determine how the placement is structured and billed. Availability and notice period, because a four-week notice against a client who needs somebody Monday is a conversation to have on day one rather than day nine.

These are structured, searchable fields with rules attached rather than notes in a text box. A candidate can be required to have Right to Work captured before submittal, which turns a compliance intention into something the workflow actually enforces.

To be precise about what that means: the product captures documents, sets expiry reminders and enforces the stage rule. The verification itself is a workflow you run and a judgement you make. We do not certify anybody's right to work and we are not going to imply that we do.

Most UK desks advertise on more than one board and syndicate to aggregators. Multi-board posting means the requisition is written once in Surhires, formatted for each connected board, and pushed out without retyping the description or letting the salary drift between versions.

Salary in the advert deserves care. Pay transparency rules apply in a growing number of jurisdictions, and a role advertised across markets can be checked against the disclosure rules of the places it is published to and flagged before it goes out. That check raises the question at the right time; the decision about what to publish remains yours.

Each board connector carries its own state on its own page. CV-Library being in build says nothing about Indeed, and we are not going to imply a set of live connections by arranging logos in a row.

Search and download on your CV-Library seat as you do now. Bulk import the CVs into Surhires, where they parse into structured records, deduplicate against your existing database, and can be assigned to a requisition or a talent pool in the same action.

Post directly on the board and route the application emails into a requisition inbox so they parse on arrival with the source set on the ingest rule. Attribution reporting then works from your first week, which matters because the report showing which channel produced placements rather than applications is usually the one that changes how the advertising budget is spent.

When partner access is confirmed, the search and the posting legs stop being manual. The records, the pools, the sources and the history stay exactly as they are.

UK GDPR applies to every candidate record a UK desk holds, and the product supports consent capture on the record, configurable retention windows, data export and an erasure workflow. You remain the controller for the candidate data you hold; the product supports the obligations rather than discharging them.

In practice the useful part is that consent basis, capture date and channel sit on the record itself, and dormant records are flagged for review on a schedule you set. A candidate who asks what you hold is answered from one place, and a candidate who asks to be removed is removed without leaving copies behind in exports and inboxes.