Skills & experience
“Java developers with 8 years, used in the last 12 months, scored above 70”
“Customer Service with 3+ years”
Natural-language AI Search Available now
Say goodbye to clunky Boolean search.
Ask your ATS like a colleague.
Tell ReadyATS who you’re looking for. Find candidates in your own records by skills, experience, location and hiring activity. Keep the conversation going to narrow your search.
“Java developers with 8 years, used in the last 12 months, scored above 70”
Then ask: “only in New Jersey”Your question becomes your search.
Start with what matters. Add a follow-up when you want a closer match.
Ask in plain English. Search Talent Memory, skills and experience, location, or pipeline activity. Add a follow-up to narrow the candidates.
You know who you need.
Just describe them.
One place to search the qualifications and activity already in your ATS.
Location
“Candidates in NJ”
“Within 25 miles of the Edison job”
Pipeline & activity
“Applied from Indeed this week, still at the New stage, with a cover letter”
“Interview scheduled next week”
A new opening.
A fresh look at familiar talent.
Past interviews, team feedback and updated resumes can give you a reason to reconnect. Talent Memory brings that context back when a new role opens.
Talent Memory walkthroughAvailable now
Illustrative workflow with fictional candidate data.
Which previous finalists are now close to our Edison warehouse?
Past finalistPrevious location mismatchNewer resume on file
JR
Jamie Rivera
Warehouse Associate · previous finalist
A familiar candidate. A different commute.
Previously reached the final interview. The role required an on-site schedule in Edison, and the candidate lived outside the commute range.
Your team makes the decision.
Remember what happened.
Find people through past notes, ratings, interview stages and reasons they weren’t selected.
See the evidence.
Follow the match back to the comment, scorecard or stage that explains it.
Turn history into a next step.
Re-score for today’s role, add a candidate to a job and draft a message for review.
Ask Talent Memory
“Which previous finalists are now close to our Edison warehouse?”
“Show returning applicants with a newer resume since their last interview.”
“Who reached the final interview for a role we later put on hold?”
“Find candidates our team recommended for a different opening.”
“Which former applicants have since added shift-lead experience?”
“Show candidates who asked us to reconnect when a day shift opened.”
Find talent. Remember the context.
- Plain-English candidate search
- Skills, years, employers and titles
- Location, stage, score and activity
- Conversational follow-ups
- Recall across past hiring decisions
- Evidence timelines for remembered matches
- Then-versus-now candidate context
- Connected re-scoring and re-engagement
A few useful answers.
Do I need to know Boolean search?
No. Describe the candidate you want in plain English. Refine your search with a follow-up instead of building a string of AND, OR and NOT operators.
Is Talent Memory available now?
Yes. AI Search and Talent Memory are live in ReadyATS. The walkthrough on this page uses fictional candidate data to illustrate the experience. Request a demo to see it in action.
What does “what are they doing now” mean?
Talent Memory uses the newest information in your own records, such as a newer resume from a re-application. Where information is outdated, ask the candidate to update it. It does not promise live external profile updates.
Does AI make the hiring decision?
Your team reviews the candidate and supporting evidence. Search results and scores help you organize the review; hiring decisions stay with your team.
Start with the talent
you already have.
See natural-language search and Talent Memory in your hiring workflow.