Use case
Lead Cues for Recruiters & Hiring Teams
A short candidate assessment that surfaces goals, salary expectations, availability, and role fit — so your shortlist is real, not aspirational.
The pain points we hear
What's actually breaking down in your funnel.
- Every candidate looks the same in the ATS inbox.
- You lose time on outreach to people who were never available.
- Salary or role-fit mismatches surface on the first call — after you've booked it.
- It's hard to keep a warm talent pool without spamming them.
How Lead Cues helps
Give every prospect a useful result and every follow-up a clearer starting point.
- Ask the fit-defining questions upfront, not on the discovery call.
- Score candidates on goals, urgency, and role fit.
- Give candidates a useful summary — the ones you can't hire now remember you.
- Tag source (LinkedIn, ATS, referral, ad) so you know where the best hires come from.
Recommended template
Candidate Career Fit Check
A flexible starting point for agency recruiters, internal talent teams, and boutique search firms.
Preview template Example result bands
Every prospect gets a scored, useful outcome.
Priority shortlist
High fit, near-term availability, aligned expectations. Reach out today.
Active pipeline
Strong fit, longer timeline. Keep warm with periodic check-ins.
Nurture
Passive interest. Add to talent pool with useful, low-frequency updates.
FAQ
Common questions from this niche
Ready to try it with your audience?
Launch your first branded assessment funnel in minutes.
Lead Cues is a candidate qualification and follow-up tool. It is not a scoring system for employment decisions, and does not guarantee hiring outcomes.