> ## Knowledge Base Index
> Fetch the complete knowledge base index at: https://help.100hires.com/sitemap.xml
> Use this file to discover available pages before exploring further.
> Pure-Markdown content can be obtained by appending a '.md' suffix to the content URLs listed in the sitemap (without the trailing slash).

# How Executive Search Teams Use 100Hires

# How Executive Search Teams Use 100Hires

## Who this is for

Executive search teams managing confidential searches, passive candidates, client shortlists, and long relationship cycles.

## What makes this hiring workflow different

- Confidentiality matters
- Candidate context accumulates over months
- Client presentation requires consistent evidence

## Recommended 100Hires setup

### Discussion notes and visibility controls

Record context and restrict sensitive notes when needed.

![Discussion notes and visibility controls](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-mention-colleagues-in-d_d7rqkg.png)

### Tags and talent pools

Track market, seniority, function, availability, and client fit.

![Tags and talent pools](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-use-tags-in-candidate-p_1a51e5q.png)

### AI Copilot

Summarize candidate strengths, risks, and follow-up questions from profile context.

![AI Copilot](https://100hires.com/wp-content/uploads/2026/04/04-ai-copilot-dropdown.png)

### Evaluation Forms

Capture structured interview feedback before client submission.

![Evaluation Forms](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-use-evaluation-forms-3_1305spp.png)

## Suggested workflow

Sourced -> Longlist -> Outreach -> Recruiter screen -> Client shortlist -> Client interview -> Offer

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.