Source from more than 850 Million profiles with AIRA Source in Recruiterflow

Your recruitment database should be the first place you look for candidates. It contains people your team has already found, contacted, assessed, or placed. But no internal database covers every role, skill set, and market.

AIRA Source helps recruiters expand your database in a jiffy. It gives you access to more than 850 million profiles and connects search, profile review, contact lookup, job assignment, and outreach inside Recruiterflow.

This guide explains how to use AIRA Source, add candidates to your workflow, and turn repeatable searches into projects.

TL;DR

To source candidates with AIRA Source:

• Open AIRA Source by selecting the AIRA icon in the Recruiterflow sidebar.
• Complete the required search criteria shown in the interface.
• Add optional filters only when they improve the result set.
• Review candidate cards and open full profiles for more context.
• Add suitable candidates to Recruiterflow individually or in bulk.
• Find email addresses or phone numbers when needed. Each lookup costs 2 AIRA credits.
• Add candidates to a job or outreach campaign.
• Save repeatable searches as Projects to receive new matching candidates through weekly auto-refresh.
• Use Project sharing, cloning, job association, and overview metrics to coordinate sourcing across the team.

What is AIRA Source?

AIRA Source is an AI sourcing tool built natively into Recruiterflow. It allows recruiters to search more than 850 million external profiles without leaving their ATS.

The workflow has three broad stages:

• Search for candidates using structured filters.
• Review candidate cards and full profiles, including contact-availability signals.
• Add candidates to Recruiterflow, find available contact information, assign them to jobs, and launch outreach.

AIRA Source automatically excludes candidates already in your Recruiterflow database from its search results. To find people already in your database, use AIRA Search instead.

Quick note: AIRA Source is available to users on the AIRA plan. No additional setup is required once the plan is active.

Step 1: Open AIRA Source

Select the AIRA icon in the Recruiterflow sidebar to open AIRA Source.

At the top of the search interface, the Source For field lets you select the job you are sourcing for. If you choose a job, candidates added to your database from the search are also added to that job in the Sourced stage.

This association is optional. You can still run a search and add candidates without selecting a job.

Step 2: Start your search

Recruiterflow’s Quick Start and Filters guides list four required filters:

Job Title

Enter the role you want to find. You can search for people who currently hold the title or include people who held it previously.

Use Current or Past when previous experience in the role is relevant. Use a broader title if a highly specific title produces too few results, then add distinguishing terms through optional filters.

Location

Select the location or locations where candidates are based. Location supports multiple selections.

If a narrow location produces few results, expand the geography to a larger city, metro area, state, region, country, or remote where appropriate.

Years of Experience

Set the minimum and maximum years of experience required for the search.

Avoid a range that is narrower than the role requires. If the result set is small, widening the range can reveal candidates with different career paths.

Function

Select the relevant functional area, such as Engineering, Sales, Marketing, Finance, or Operations.

Function is useful for anchoring the search, but it can also narrow the pool. If a specialised search produces too few candidates, Recruiterflow’s troubleshooting guide recommends testing the search without this filter.

The live interface is the final guide to which fields are required for your account. If the Search action is unavailable, check the fields marked as required before troubleshooting optional criteria.

Step 3: Refine your search

Optional filters help narrow the initial pool.

Company

Search for candidates from specific current or past employers. Select Current or Past when alumni from a company are relevant.

Industry

Use Industry when sector knowledge matters to the role, such as Fintech, Healthcare, SaaS, or Manufacturing.

Seniority

Filter by career stage. The documented options include Entry Level, Mid-Level, Senior, Director, VP, C-Level, and Executive.

Company Size

Use employee-count ranges when experience in a startup, mid-sized company, or enterprise environment is relevant.

Keywords

Keywords help search for specific technologies, market terms, or experience not fully represented by other filters. Recruiterflow recommends using them sparingly.

Examples include Python, B2B SaaS, Enterprise Sales, AWS, and Salesforce.

Skills

Use Skills to filter by technical or functional competencies.

Education

Education filters include School, Degree, and Year of Graduation.

Use optional filters to reflect genuine search requirements. Applying too many at once can produce no results or make it difficult to identify which criterion is constraining the pool.

Step 4: Run the search and review candidate cards

Select Search once the required fields are complete.

Candidate cards can display:

• Name and photo
• Current role and company
• Location
• Top work experience
• Education background
• LinkedIn profile link
• Indicators showing whether email or phone information is available

Candidates already present in Recruiterflow are automatically excluded from the results.

Review the card before selecting a candidate. Contact-availability indicators can help you see whether an email address or phone number may be available before you run a paid lookup.

Step 5: Open and review the full profile

Select a candidate card to open the full profile.

The profile includes:

• Complete work history
• Company and role descriptions
• Education details
• Career trajectory
• Tenure at each company
• Contact-availability status

Use this information to decide whether the person is relevant to the role before adding them to Recruiterflow or spending credits on contact lookup.

Step 6: Add a candidate to Recruiterflow

Select Add to Database from the candidate card or full profile.

Once added:

• The candidate is stored in Recruiterflow.
• If a job was selected in Source For, the candidate is added to that job in the Sourced stage.
• The candidate’s source is set to AIRA Source for reporting and tracking.
• You can find their email or phone number, add them to campaigns, and assign them to other jobs.
• Future notes, emails, calls, and submissions are stored on the Recruiterflow profile.

The source value can be changed later, but Recruiterflow preserves the original AIRA Source attribution internally.

Step 7: Find contact information

After adding a candidate, you can run these actions:

• Find Email: 2 AIRA credits per candidate
• Find Phone: 2 AIRA credits per candidate

Searching for profiles is free. Credits are consumed only when you run an email or phone lookup.

Step 8: Use bulk actions

AIRA Source lets you select candidates from the search results and apply actions to them together such as add to database or job, find phone & email, add to campaigns etc.

To use bulk actions:

• Run the search and review the candidate cards.
• Select the candidates you want to act on.
• Choose the relevant action from the bulk-action bar.
• Confirm the action.
• Run any follow-up actions, such as finding email addresses or adding the selected candidates to a campaign.

Step 9: Add candidates to a job or campaign

You can assign selected candidates to an open job using Add to Job.

If the job was already selected in Source For, candidates added to the database enter that job’s Sourced stage automatically.

Use Add to Campaigns to enroll selected candidates in an existing outreach campaign. Review the selected candidates and the campaign before confirming the action so that the audience matches the intended outreach.

Step 10: Save repeatable searches as Projects

A Project turns an AIRA Source search into a reusable talent pool.

When you save a search as a Project, Recruiterflow preserves its filters and re-runs them weekly. New candidates who match the search are added to the Project and marked with a New tag.

Use a Project when the search will continue over time, when similar candidates are needed repeatedly, or when the search needs to be shared with other recruiters.

How to improve an AIRA Source search

Start with the required filters

Run the initial search with the required criteria, review the pool, and then add one or two optional filters.

Broaden a search that returns too few results

Try a broader title, wider location, or wider experience range. Remove optional filters one at a time. For specialised markets, use a broader title and place the niche term in Keywords.

Check for conflicting criteria

Make sure title, experience, seniority, location, and optional filters describe a realistic candidate. For example, Entry Level combined with 10 to 15 years of experience may conflict.

Use Current or Past strategically

Current or Past can expand Job Title and Company searches to include people with relevant previous experience.

Check spelling and synonyms

If results are unexpectedly thin, check the spelling of titles, companies, and keywords. Test common alternatives, such as Software Engineer and Developer.

Expect specialised markets to produce smaller pools

AIRA Source searches more than 500 million profiles, but highly specialised roles, small industries, and narrow geographic markets can still return fewer candidates.

A practical AIRA Source operating model

Common mistakes to avoid

Searching externally for candidates already in Recruiterflow

AIRA Source excludes existing records. Use Advanced Search or AIRA Matchmaker for candidates already in the database.

Applying too many optional filters immediately

Start with the required filters and refine the search after reviewing the results.

Looking up contact details before reviewing the profile

Email and phone lookups consume credits. Confirm the candidate is relevant before running them.

Moving to the next results page before completing a bulk action

Selection resets when the page changes. Complete the action for the selected candidates first.

Assuming Projects refresh in real time

Auto-refresh runs weekly.

Treating Project growth as placement performance

The Project Overview reports candidate counts, additions to Recruiterflow, additions to the associated job, and 12-week auto-refresh growth. It does not report interviews or placements.

From external search to a reusable sourcing system

AIRA Source connects external candidate discovery with Recruiterflow’s database, jobs, contact enrichment, and outreach workflows, as one piece of the broader AIRA agent suite.

For a one-time search, recruiters can define the candidate criteria, review full profiles, add selected people, find the required contact information, and move them into a job or campaign.

For ongoing searches, Projects preserve the filters, add new matching candidates each week, support controlled team access, and show how the talent pool changes over time.

The result is a sourcing workflow that begins with external discovery but does not end with a disconnected list of profiles. Candidates move into the same Recruiterflow system where the team manages outreach, job activity, and relationship history.