Finding the right applicants for your job Openings quickly and cost-effectively is a constant challenge, especially when hiring frontline workers at volume. TA, Recruiting, and HR teams are expected to deliver strong candidates on short notice, but often end up reacting in the moment and leaning on paid sourcing channels to fill the gap.
Yet many of your best future hires are people who have already applied to, worked for, or expressed interest in your company. Fountain Pool is a talent engagement platform built for high-volume, frontline hiring. It gives you a CRM-style database of everyone your company has connected with, the tools to find the right people for each job, and the ability to reach them at scale, so you can hire faster and at a lower cost from talent who already know you.
How Pool Works
Pool pulls together three kinds of contacts:
Applicants who have applied to your jobs in Fountain Hire
Workers who have been hired
Prospects you import or add manually before they apply
Pool matches these records by email address and combines them into one Talent Profile per person, giving you a single view of someone's full history with your company. From there, you can:
Use Match Score to see how well each person fits your open jobs.
Build Audiences that group talent by criteria such as job match, location, or last application date.
Send Campaigns to those audiences by email or SMS.
Rely on Automations to keep Talent Profiles current as people apply, change stages, or are hired.
Pool Benefits:
Lower sourcing costs: Re-engage people who have already applied or worked with you, instead of paying to acquire new applicants through external channels.
Faster time-to-hire: Pool talent already know your company and have shown interest, so they tend to convert faster than applicants from cold channels.
Higher-quality pipelines: Audiences are built from people who have engaged with you before, so recruiters spend less time screening unqualified or uninterested applicants.
Less manual effort: Automated audience building and campaign delivery replace the work of tracking down and contacting past candidates by hand.
Stronger retention: Candidates who join through an existing relationship tend to start with a more positive view of your company.
Pool Glossary
Review the table below for common terms related to Fountain Pool:
Term | Definition |
Talent | Contact records stored in Pool. Each individual record is called a Talent Profile. Pool builds a talent record by combining the applicant, worker, and prospect records that share the same email address. |
Talent Profile | The combined view of everything Pool knows about one person, including their contact details, application history, and worker history. Click a contact's name on the Talent page to open their Talent Profile. |
Match Score | A score that ranks how well a person fits a specific job, based on their skills, availability, and location relative to the job's requirements. Fountain compares each Talent Profile against O*NET (the U.S. Department of Labor's occupational database) to estimate the skills a person has and the skills a job requires, then scores the alignment. |
Audience | A saved group of Talent Profiles that match filter criteria you set, such as match score for a job, location, or last application date. In a campaign, an audience can be Dynamic (members are added and removed as they meet or stop meeting the criteria) or Static (membership is locked when the campaign activates). |
Campaign | One or more outreach messages sent to an audience by email or SMS, on a cadence you choose. Use campaigns to invite talent to apply for a job Opening, promote an event, or nurture relationships over time. |