What this does
Most candidates you source aren’t ready to move right now. The mistake most agencies make is treating those candidates as dead — and then having to re-source the same person 6 months later when the timing is right. The snapshot’s pipeline nurture keeps passive candidates warm with content that feels valuable (not spammy).
Each candidate, segmented by role family and seniority, gets:
- A monthly “what’s hot in your space” digest
- A quarterly market-update with salary trends + open roles
- A personal check-in from their assigned recruiter every 6 months
- A “relevant role for you” SMS when a fitting position opens
Why this matters
The agencies that win the executive search for the VP of Engineering candidate didn’t source her last week — they’ve been warm with her for 18 months. When the timing finally lined up, they were already trusted. The cold-source-from-LinkedIn-today approach loses to the warm-relationship approach every time.
Pipeline nurture turns sourcing into an asset that compounds. Year 1 you have a 200-person warm pipeline. Year 3 you have 1,200. The relationship density is your moat.
How it’s configured
Nurture cadence varies by candidate signal — engaged candidates get more frequent touches; quiet candidates get less. Content varies by role family — engineers get one digest, healthcare nurses get a different one.
The “relevant role for you” alert is the highest-conversion touch. When a new role opens, the system finds passive candidates in the pipeline who match the role profile and sends a personalized SMS. Open rates run 70%+; reply rates 25%+.
What you’ll have on day 1
- Pre-written nurture content per role family
- Cadence rules based on candidate engagement signal
- “Relevant role” matching logic for active openings
- Monthly digest template with industry news + open roles
- Recruiter-personal check-in reminders every 6 months
- Engagement tracking so you see which candidates are reading