From a hiring signal to a researched account.
A practical walkthrough of where Searchlight fits into a recruiter’s working day.
1. Set your recruiting focus
Start with the functions and types of companies you recruit for. Consider your specialism, company stage, and search model. A clear focus makes it easier to tell whether a company is relevant to the candidates and relationships you already know.
Independent recruiters use an individual account. Recruiting firms choose a team plan and organize access through their administrator.
2. Review the company and its evidence
Read why the company has surfaced, then open the underlying hiring source. Check the role, location, seniority, and whether the listing is still active. Multiple vacancies can indicate a buildout, but they can also include reposted or evergreen roles.
Treat scores and hiring estimates as prioritization aids. They do not confirm an employer’s headcount plan or willingness to pay an external recruiter.
3. Qualify the fit
- Does the hiring activity match your candidate network?
- Is the role and location within your area of expertise?
- Who is responsible for hiring this function?
- Is there evidence that external recruiting support would be useful?
For firms, assign a clear account owner before contacting the company so teammates can coordinate their work.
4. Begin a specific conversation
Lead with the relevant role or hiring pattern and explain the recruiting expertise you can bring. Ask whether support would be useful. Record the response and use it to improve the focus of your next research session.