Recruitics Glossary of Terms

A

Active Candidate: A job seeker who is actively searching and applying for roles right now, typically through job boards, search engines, or career sites. May or may not be currently employed.

AdaptiveApply™: The Recruitics application experience that turns interest into an application wherever a candidate finds a job, without redirects, account creation, or complicated ATS workflows. It modernizes everything in front of the ATS without replacing anything behind it.

Agentic Programmatic: AI-run job advertising in which the recruiter sets the hiring goal and the AI builds the media strategy, tracks progress against performance and market conditions, and adjusts budgets, channels, bids, and tactics on its own.

Agentic Sourcing: The use of AI to identify, engage, and nurture high-value passive talent for hard-to-fill roles, automating the work usually needed to build a sourced pipeline.

AI & Search Strategy: A Recruitics service that helps employers show up where candidates now discover jobs, including search engines, LLMs, and AI agents (also known as Attract).

AI Screening: The use of artificial intelligence to evaluate applicants against job requirements and capture the signals a recruiter needs, often before the applicant reaches the recruiter's queue.

Applicant: A person who has submitted an application for a specific job opening.

Applicant Tracking System (ATS): Software that employers use to post jobs, collect applications, and manage candidates through the hiring process. Examples include Workday, iCIMS, Greenhouse, and Bullhorn.

ApplyAnywhere: The Recruitics conversion infrastructure that connects AdaptiveApply, job-board Easy Apply, and other candidate interactions directly to an employer's ATS, keeping data, screening, and qualification context intact.

Attract: The Recruitics platform module that reaches active and passive candidates across LLMs, job boards, social media, search, and other channels using Programmatic AI and omnichannel media.

Audience Targeting: Directing job advertising to specific groups of people, defined by factors such as role, skills, location, or interests, so ads reach the talent an employer needs.

B

Bid: The amount an advertiser is willing to pay for a click, application, or other action on an ad platform or job board. Bids are often adjusted automatically in programmatic advertising.

Brand Intelligence: The Recruitics Predict capability that connects job seeker perception, employee experience, competitive positioning, and interview feedback to show how an employer brand affects the ability to attract and convert talent.

Budget Allocation: The distribution of recruitment advertising spend across channels, markets, and roles. Better allocation moves spend toward the sources that produce qualified hires.

C

Candidate Experience: How a job seeker perceives and moves through an employer's hiring process, from first seeing a job to applying, interviewing, and subsequent follow up.

Candidate Journey: The full path a person takes from first awareness of an employer, through consideration and application, to becoming a hire.

Click-Through Rate (CTR): The share of people who click an ad after seeing it, calculated as clicks divided by impressions.

Conversion: The moment a job seeker takes a desired action, such as clicking an ad, starting an application, completing an application, or accepting an offer.

Conversion Rate: The percentage of people who complete a desired action out of everyone who had the chance to, such as the share of job-page visitors who finish an application.

Convert: The Recruitics platform module that removes friction from the application experience and moves verification and qualification upstream, so recruiters start with better candidates instead of more applications.

Cost per Application (CPA): The advertising spend divided by the number of applications received. It is a common measure of how efficiently a campaign generates applicants.

Cost per Click (CPC): The amount an advertiser pays each time someone clicks a job ad.

Cost per Hire: The total recruiting cost, including advertising, tools, and staff time, divided by the number of hires made in a period.

Creator Campaigns: Recruitment marketing that works with social media creators and influencers to introduce an employer brand through voices and content that feel native to the audience rather than like a standard recruitment ad.

D

Demand Capture: Reaching job seekers who are already searching for work, typically through job boards, search, and job postings.

Demand Creation: Building interest in an employer or role among people who are not yet looking, through repeated advertising and content. It contrasts with demand capture, which reaches people who are already searching.

E

Easy Apply: A job board feature that lets candidates apply with a profile or resume they have already stored, without leaving the board. Recruitics ApplyAnywhere connects these applications to the employer's ATS.

Employer Brand: The reputation and identity of an organization as a place to work, shaped by employee experience, job seeker perception, and the content an employer publishes.

Employer Brand & Creative: A Recruitics service that develops employer brand strategy and the creative assets used to attract talent.

Employer Value Proposition (EVP): The set of benefits, culture, opportunities, and rewards an employer offers in exchange for an employee's skills and commitment.

Enterprise Talent Acquisition: Hiring at large scale, often across many locations, roles, and business units, which needs coordinated technology, data, and media management.

F

Finalist: A candidate who has been verified, interviewed, and screened and is ready for a recruiter's or hiring manager's final review. Recruitics describes its goal as delivering finalists, not funnels.

G

Generative Engine Optimization (GEO): Shaping an employer's content and job information so AI assistants and LLMs surface and describe it accurately when candidates ask about jobs and employers. It is the AI-era counterpart to search engine optimization.

H

Hard-to-Fill Roles: Positions that take a long time to fill or draw few qualified applicants, such as specialized engineering, sales, or clinical roles.

Hiring Demand: The volume of open roles employers are trying to fill in a market or segment. Spend on paid job advertising is one signal of it.

Hiring Funnel: The stages candidates pass through from awareness to hire, usually impression, click, application, screening, interview, offer, and hire. Each stage has fewer people than the one before.

I

Impression: One instance of a job ad being shown to a person. Impressions are the top of the advertising funnel.

Influencer Marketing: Paying or partnering with people who have an engaged following to promote an employer or role to their audience.

Integration: A technical connection between two systems so data moves between them automatically. Recruitics integrates with ATS platforms such as Bullhorn, Phenom, Paradox, Workday, iCIMS, and Greenhouse.

J

Job Board: A website where employers post openings and candidates search and apply for jobs, such as Indeed or LinkedIn.

Job Posting: An advertisement for an open role that describes the responsibilities, requirements, location, and compensation.

L

Labor Market Intelligence: Data and analysis about the supply of workers, employer demand, compensation, competition, and mobility in a given market or role.

Large Language Model (LLM): An AI system trained on large amounts of text that can understand and generate language, such as the models behind AI chat assistants. Candidates increasingly use LLMs to discover employers and jobs, so they are now a recruitment advertising channel.

Location Targeting: Limiting ads or searches to specific geographic areas, such as a city, region, or radius around a worksite.

M

Multi-Touch Campaigns: Advertising that reaches the same candidates repeatedly across channels such as LLMs, Google, Meta, TikTok, YouTube, Snapchat, and X, building awareness, consideration, and interest until they are ready to make a move. A job ad captures existing intent, while multi-touch campaigns create it.

O

Omnichannel Media: A strategy that coordinates advertising across many channels, including job boards, search, social, and AI platforms, so candidates see consistent messaging wherever they are.

P

Paid Social: Sponsored recruitment ads on social platforms such as Meta, TikTok, Snapchat, and YouTube that target audiences by role, interest, or location.

Passive Candidate: A person who is not actively looking for a job but could be persuaded by the right opportunity. Reaching passive candidates means creating interest instead of waiting for a job search.

Performance Intelligence: The Recruitics Predict capability that connects candidate engagement and hiring outcomes across channels, markets, locations, and jobs, then explains what changed, why, and what to do next.

Predict: The Recruitics platform module that gives talent acquisition teams real-time performance, employer brand, and labor market intelligence so decisions rest on data rather than guesswork.

Programmatic AI: The Recruitics use of artificial intelligence to plan, buy, and optimize recruitment media toward hiring outcomes rather than clicks alone.

Programmatic Job Advertising: Software-driven buying and optimization of job ads that automatically distributes budget across channels based on performance. Recruitics goes beyond rules-based programmatic with AI that adjusts to hiring goals.

Q

Qualification: The process of confirming that a candidate meets a job's requirements. Recruitics moves qualification upstream, into the application itself, instead of leaving it for after the application.

Qualified Candidate: An applicant whose identity, credentials, and skills have been checked against the requirements of the role.

R

Recruitics: The AI-powered talent acquisition platform built for what’s next in hiring. Recruitics brings hiring insights, talent attraction, and advanced candidate conversion into one platform.

Recruitment Marketing: The use of marketing techniques, such as advertising, content, and social media, to attract and engage potential candidates and promote an employer.

Requisition (Req): An approved, open position that a company is authorized to hire for. Each requisition is tracked in the ATS until it is filled.

S

Screening: Reviewing applicants to decide who moves forward in the hiring process. AI screening performs this step before applicants reach a recruiter.

SOC 2 Type II Certified: Independent evaluation that proves a service organization’s internal controls are properly designed and have operated effectively over a sustained period of time. Recruitics is SOC 2 Type II Certified.

Social & Creator Campaigns: The Recruitics Attract capability that combines paid social with creators, influencers, and role-specific communities, then measures which messages drive candidate engagement.

Sourcing: Proactively finding and contacting potential candidates, especially passive ones, rather than waiting for them to apply.

T

Talent Acquisition (TA): The strategic, ongoing effort to find, attract, assess, and hire people for an organization. It covers employer branding, advertising, sourcing, and conversion, and goes beyond filling individual openings.

Talent Acquisition Transformation: A Recruitics service that helps organizations redesign their hiring processes, technology, and operating models.

Talent Intelligence: The Recruitics Predict capability that shows how talent supply, demand, compensation, competition, and mobility are changing across roles and markets, so teams know where hiring is easier and where pressure is building.

Talent Market Index: A Recruitics measure of what employers spend on paid job advertising across nine key segments. It gives a real-time view of hiring demand and cost pressure that traditional labor data can miss.

Talent Pipeline: A pool of potential and engaged candidates that an employer can draw from when roles open.

Talent Strategy & Intelligence: A Recruitics service that provides expert guidance on workforce, market, and hiring strategy, backed by platform data.

Time to Fill: The number of days from when a job opens to when a candidate accepts the offer. Recruitics reports reduced time to fill for clients using its full integrated suite.

Time to Hire: The number of days from when a candidate first enters the hiring process, usually by applying, to when they accept an offer.

V

Verification: Confirming a candidate's identity and credentials, such as licenses or certifications.

W

Workforce Planning: Analyzing current and future staffing needs, including skills and locations, so an organization can plan hiring ahead of demand.