A living database of everyone who ever applied, referred, or was uploaded. Search it by skill, tag the people worth remembering, and reach back out the moment a matching role opens.
Search your whole talent pool
Find people by skill, role, industry or experience across every candidate you've ever collected, not just active applicants.
Talent CRM
Group people into pools and shortlists, add notes, and keep the context so nobody starts from scratch.
Source-tracked intake
Every apply link is tagged by channel, so you can see which sources bring your best-fit candidates.
Re-engage in a click
Invite a strong past candidate to apply for a new opening with a templated email and a ready apply link.
Most teams forget the strong runner-up from six months ago. Aster keeps them one search away.
Every open role leaves a trail behind it: dozens or hundreds of people who applied, got referred, or landed in an inbox somewhere, then never heard from again once the job closed or someone else got the offer. Most teams let that trail go cold. The next opening starts from zero: a fresh job post, a fresh wave of sourcing, a fresh scramble, while a qualified candidate from six months ago sits forgotten in a folder nobody reopens. The cost isn't just wasted effort. It's the good hire you already found once, and let walk away twice.
How it works
Every candidate lands in one pool
Applicants, referrals and manually uploaded resumes all get parsed into structured data and added to a single talent pool. Aster deduplicates automatically, so a candidate who applies twice, or gets referred after already applying, stays one record with one complete history.
Search by skill, not memory
Search the whole pool the way you'd describe a person: by skill, industry, past role or tag, with typo and synonym tolerance so "JS" and "Javascript" and a misspelled tool name all surface the same people. No digging through old email threads to remember who was good.
Build lists and leave notes
Save searches into lists, tag candidates for specific skills or roles, and leave notes the whole team can see, so context about a past conversation or interview never disappears when someone changes teams or a hiring manager moves on.
Re-engage with one click
When a new role opens, pull matching candidates straight from the pool into the pipeline in one click, skipping sourcing entirely for people you already vetted, while source tracking shows which channel brought each one in the first time.
In depth
Most recruiting tools only let you search the people currently sitting in an active pipeline. Aster's talent pool search covers everyone who has ever touched your workspace: applicants from every past job, referrals, and resumes your team uploaded directly. Search by skill, industry, years of experience, or role history, and the results aren't limited to whoever happens to be in "applied" this week. A recruiter filling a mid-level backend role can search for a specific framework and turn up someone who applied to a totally different opening eight months ago and was never contacted.
The search runs against the same structured data Aster extracts from every resume, so it's fast and consistent, not a manual keyword hunt through files with inconsistent formatting. The pool grows every time a role runs, which means the tenth search you run is always better than the first.
Most recruiting tools only let you search the people currently sitting in an active pipeline. Aster's talent pool search covers everyone who has ever touched your workspace: applicants from every past job, referrals, and resumes your team uploaded directly. Search by skill, industry, years of experience, or role history, and the results aren't limited to whoever happens to be in "applied" this week. A recruiter filling a mid-level backend role can search for a specific framework and turn up someone who applied to a totally different opening eight months ago and was never contacted.
The search runs against the same structured data Aster extracts from every resume, so it's fast and consistent, not a manual keyword hunt through files with inconsistent formatting. The pool grows every time a role runs, which means the tenth search you run is always better than the first.
In practice
Reopening a similar role
A backend role closes without a hire. Three months later, a similar backend position opens on a different team. Instead of posting cold and waiting for applications to trickle in, the recruiter searches the talent pool for the same skill set and pulls up eleven candidates from the closed req, including two who scored well but lost out to a single hire. Two get re-engaged the same day, and one lands an interview by the end of the week.
FAQ
A spreadsheet or inbox holds files, not information you can act on. Aster parses every resume into structured, searchable data the moment it enters your workspace, so a candidate isn't just an attachment named "resume_final_v2," they're a record you can search by skill, filter by source, and pull into a new pipeline instantly. Notes, scorecards and pipeline history travel with the record too, so nothing depends on one recruiter remembering which folder something is in, or whether they still work at the company.
Every applicant is added automatically the moment they apply, no extra step required. You can also upload resumes directly, whether that's from a career fair, a cold inbound email, or a candidate someone met at an event, and they join the same searchable pool as everyone who applied through a posted role. Referrals work the same way. The goal is that nobody who touches your hiring process gets lost just because they came in through a side door instead of the main apply button.
Aster matches candidates across applications, referrals and uploads to keep one record per person rather than one record per submission. The system is built to catch common real-world cases: reapplying under a slightly different email, being referred after already applying, or getting uploaded manually after applying online, and merges the history rather than creating duplicates. If something ever looks off, your team can still see the full history behind a record, so nothing is hidden even when matching happens automatically.
Search is built to tolerate the way people actually write resumes. Skill and industry matching includes synonym and typo tolerance, so searching "Javascript" surfaces candidates who wrote "JS," and a slightly misspelled tool or platform name still returns the right people. You don't need to guess every phrasing a candidate might have used or run the same search five different ways to be thorough. It's meant to work the way a recruiter actually searches, not the way a database technically indexes text.
The original source stays attached to the candidate's record permanently, so even after you pull them into a new role's pipeline, you can still see whether they first came from LinkedIn, JobStreet, a referral link, or your own career site. That history doesn't get overwritten by the new activity. Every re-engagement adds to the record instead of replacing what came before, so your source performance data stays accurate even as candidates move through multiple roles over time.
Yes. Every record in your talent pool is scoped to your workspace, encrypted in transit and at rest, and never used to train shared models. Role-based access controls who on your team can see or edit specific candidates, and an audit trail tracks changes. You can export or delete any candidate's data at any time, whether that's to comply with a request or just to clean up records you no longer need to keep.
Every applicant you've ever had is either a forgotten file or a future hire, and the only difference is whether you can find them again. Aster's talent pool turns every resume, referral and upload into one searchable, deduplicated record that gets more valuable with each hiring cycle instead of less. Search by skill instead of memory, tag and note what matters, see exactly where your best candidates came from, and bring a strong past candidate back into an active pipeline in one click. The next great hire on your team might not need a new job post at all. They might just need someone to look.
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