Avature's CRM-driven model — talent pools, campaigns, and long-term candidate relationships — makes it a common choice for large multinationals, particularly in Europe, that want more control over recruiting workflow than a rigid enterprise ATS typically allows. Like any CRM, though, Avature is only as useful as the flow of candidates entering the pools it's built to manage.
The talent pool needs a source
Avature is exceptionally configurable for nurturing and segmenting candidates once they're in the system. The configurability doesn't solve the earlier problem: for many roles, especially passive and specialized ones, there simply isn't a large enough pool of relevant candidates entering the CRM in the first place.
Connecting an external sourcing layer
Avature exposes a REST API that supports adding candidates to specific talent pools and campaigns with structured data attached. A sourcing layer that pre-qualifies candidates externally through targeted social campaigns can deliver them directly into the relevant pool, tagged and screened, ready to enter your existing nurture workflow.
What it means for a CRM-driven recruiting team
- Talent pools stay populated with genuinely relevant, pre-screened candidates rather than growing slowly through inbound alone
- Nurture campaigns have a larger, higher-quality audience to work with
- Recruiters spend less time manually building pools and more time running the relationship-based process Avature is designed for
- Existing campaign structures, segmentation, and reporting remain untouched
When this is worth setting up
This shows up clearly when nurture campaigns are well built but the underlying pool for a specific region or skill set is simply too small to segment meaningfully. Adding candidates to that pool matters more than refining the campaign logic further.
What SmartHire adds above Avature
SmartHire sources and pre-screens candidates through social campaigns, then delivers them directly into your Avature talent pools via API. Your CRM structure, nurture campaigns, and segmentation strategy stay exactly as built — the only change is how many qualified candidates are available to nurture.
Checklist before connecting to Avature
- Which jobs or regions in Avature have the thinnest candidate flow today?
- Which fields should come with each candidate, such as contact details, screening answers and source?
- Who owns access, permissions and the integration user?
- How will duplicates be detected, and how long are records kept?
- Which numbers will you compare before and after: cost per qualified candidate, time to first candidate, recruiter hours?
A simple way to pilot it
Start with one role in one location, ideally talent pools that need constant fresh, qualified contacts. Run the sourcing layer for a few weeks alongside your normal process, and compare it with the same role's inbound results. If the numbers hold, extend to more roles. This is a pilot, so the results depend on the role and market, and you should treat any published benchmark as a guide only.
Candidate data is personal data. Check that consent, data-processing terms and storage locations meet your rules before you go live, and confirm what your plan and version of the system allow.
Does Avature need to be replaced or changed?
No. The sourcing layer runs alongside it, and your team keeps working in Avature exactly as before. It is a good fit for organisations that run recruiting as a CRM-style talent programme.
How long does setup take?
It depends on which fields you connect and what your IT team needs to approve. Starting with a single role keeps the first setup short and makes problems easy to spot.
How do we know it is working?
Compare cost per qualified candidate, time to first qualified candidate and recruiter hours on screening against your existing baseline for the same type of role.
Want to increase your candidate flow?
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