AI Copilot
An AI assistant that works alongside you rather than taking over tasks completely. In recruitment, an AI copilot helps with writing messages, analysing profiles and personalising outreach, while the recruiter stays in charge.
64+ terms from sourcing, outreach and AI. Clearly explained.
An AI assistant that works alongside you rather than taking over tasks completely. In recruitment, an AI copilot helps with writing messages, analysing profiles and personalising outreach, while the recruiter stays in charge.
Software that manages the recruitment process, from posting a role to tracking applicants and sending rejections. Well-known international ATS platforms include Bullhorn and Greenhouse.
A search technique that uses logical operators (AND, OR, NOT) and brackets to refine search results. Recruiters use Boolean search in LinkedIn Recruiter to find exactly the right candidates based on skills, job titles and location.
Sending outreach messages to large numbers of candidates at once. Traditional bulk outreach often leads to generic messages with low response. Elvatix combines bulk speed with per-candidate personalisation.
The overall experience a candidate has throughout the recruitment process, from first contact to eventual hire or rejection. A positive candidate experience increases the chance of acceptance and strengthens your employer brand.
A small piece of software that adds extra functionality to the Google Chrome browser. Elvatix is available as a Chrome extension that connects your LinkedIn to your Elvatix workspace, so you can source, approach and follow up in one place.
An invitation to connect on LinkedIn. A good connection request includes a personal note (max 300 characters) explaining why you want to connect. Generic requests without context are rarely accepted by top talent.
A recruiter employed by an organisation who hires internally for that specific organisation. Differs from an agency recruiter because a corporate recruiter works exclusively for one employer and represents its brand directly.
The total cost of filling a role, including advertising, tools, agency fees and the recruitment team's time. Costs vary widely by sector, seniority and country, which is why it's best tracked against your own historical numbers.
Software focused on building and maintaining relationships with candidates over longer periods. Where an ATS focuses on filling current roles, a CRM helps keep candidates warm for future opportunities.
An AI model fine-tuned specifically to your writing style, tone of voice and company culture. Within Elvatix you can configure your own Custom GPT so generated messages consistently feel like your own communication.
Actively working towards a diverse workforce and an inclusive workplace. In recruitment this means broad sourcing, unbiased screening techniques and job ads that speak to a diverse audience.
How an employer presents itself to potential candidates. Strong employer branding helps attract top talent, lowers cost-per-hire and increases the acceptance rate of offers.
A second message you send when a candidate hasn't replied to your first one. Well-timed follow-ups (after 3-5 working days) can lift your response rate by 30-40%. The skill is following up without becoming pushy.
Optimising content so it gets picked up and cited by AI search engines like ChatGPT, Perplexity and Google AI Overviews. GEO goes beyond traditional SEO by focusing on structured data, entity recognition and directly citable content.
A type of AI model that can generate text based on input. GPT models are trained on huge volumes of text and can produce human-like writing. Elvatix uses advanced GPT technology, including Google Gemini, to personalise recruitment messages.
A direct message you can send via LinkedIn Recruiter to candidates you're not connected with. InMails are one of the most powerful tools recruiters have for reaching passive candidates. With Elvatix you write hyper-personal InMails in seconds, sent out through your own LinkedIn account.
The number of InMails you can send per month under your LinkedIn Recruiter subscription. Credits are refunded when a candidate replies within 90 days. Getting real value from your credits starts with writing messages that actually earn a response.
The percentage of recipients who actually open your InMail. Open rate is heavily influenced by your subject line and your LinkedIn profile. Average benchmarks in 2026 sit around 45-55% for well-optimised InMails.
The percentage of recipients who reply to your InMail. An average response rate for recruiters sits between 10-25%. With personalised messages through Elvatix, this rises to 35-45%.
The headline of your InMail that decides whether a candidate opens your message. A strong subject line is short (under 40 characters), personal, and avoids generic terms like 'opportunity' or 'role'.
The conversation between recruiter and hiring manager when a new role opens. During the intake, the profile, requirements, culture and messaging get aligned. A good intake is the foundation for effective sourcing.
Hiring IT professionals in the broad sense, from system administrators to data engineers. IT recruitment differs from general recruitment because of candidate scarcity and the technical knowledge required of the recruiter.
The description of an open role meant to attract candidates. A strong job ad is concrete about responsibilities, avoids jargon and speaks directly to its audience. Think of your job ad as a landing page.
Actively promoting job openings through paid and organic channels. Goes beyond simply posting a vacancy: it includes targeting, A/B testing copy and measuring conversions per channel.
Using bots to mimic LinkedIn actions in the browser, such as automatically sending connection requests or messages. LinkedIn enforces strict rules against this kind of automation. Elvatix works differently: it's an AI copilot that writes your messages and works from your own account, with human-like pauses and within the guidelines.
LinkedIn distinguishes three degrees of connection. 1st-degree are direct connections, 2nd-degree are connections of your connections, and 3rd-degree are three steps removed. InMails are needed to reach 2nd- and 3rd-degree connections.
LinkedIn applies daily and weekly limits on the number of connection requests you can send. In 2026, the safe limit sits around 20-25 requests per day. Going over it can lead to temporary restrictions on your account.
Deliberately building your professional reputation on LinkedIn. For recruiters, personal branding is crucial: candidates check your profile before they reply. A strong profile lifts your InMail open rate and connection acceptance rate.
A paid LinkedIn subscription with extra features such as InMail credits, extended profile views and visibility into who viewed your profile. Available in tiers such as Career, Business and Sales Navigator.
Improving your LinkedIn profile to create more visibility and credibility. For recruiters this means: a professional photo, a clear headline, a summary that builds trust, and recommendations from candidates and hiring managers.
The premium version of LinkedIn, built specifically for recruiters. Offers advanced search filters, InMail credits, pipeline management and team features. A Seat costs between 700 and 1,100 euros a month in 2026, depending on the contract.
The lighter, cheaper version of LinkedIn Recruiter. Offers more limited search filters and fewer InMail credits than the full version, but suits smaller teams or individual recruiters.
The percentage of recipients who actually open your InMail or email. In 2026, benchmarks for recruitment InMails sit around 45-55%. Your open rate is heavily influenced by your subject line, profile photo and timing.
Proactively approaching candidates through messages, InMails or other channels. Successful outreach is personal, relevant and respectful. The difference between spam and outreach comes down to the level of personalisation.
A professional who is not actively looking for a new job, but may be open to the right opportunity. According to LinkedIn, 70% of the workforce is a passive job seeker. This group needs a different approach than active job seekers.
Adapting messages to the individual recipient based on their profile, experience, recent activity and interests. Personalised messages get 2-3x higher open and response rates than generic templates.
The instruction or input you give an AI model to generate a desired result. A good prompt is specific, gives context and describes the format you want. In recruitment: the better your prompt, the more relevant the generated message.
A measure of how well hired candidates perform, often based on performance after 6-12 months, retention and hiring manager satisfaction. More personal outreach tends to lead to better matches and higher quality-of-hire.
An individual licence for LinkedIn Recruiter. Every recruiter using LinkedIn Recruiter needs their own Seat. Elvatix connects to your LinkedIn Recruiter and analyses profiles inside your own Elvatix workspace.
The full process of attracting, assessing and hiring new employees. Recruitment focuses on finding candidates, selection on choosing the best match. Many organisations run this as one integrated process.
Automating repetitive tasks in the recruitment process, such as sending messages, scheduling interviews and updating candidate status. Effective automation strengthens the recruiter rather than replacing the human element.
A coordinated set of activities aimed at filling one or more roles. Covers the message, the channels, the timing and the follow-up. A good recruitment campaign combines InMails, connection requests and content.
All communication from an employer or agency towards the job market, from job ads to employer branding content. Effective recruitment communications match tone and timing to the audience and the stage of the recruitment process.
The model that describes the steps from first contact to hire: sourcing, approach, screening, interview, offer and onboarding. Every step has its own conversion rate you can optimise.
Measurable indicators that quantify the performance of your recruitment process. Common KPIs are time-to-fill, cost-per-hire, response rate, interview-to-offer ratio and quality-of-hire.
Applying marketing techniques to recruitment: content creation, advertising, audience analysis and conversion optimisation to attract more suitable candidates. Think of job ads as landing pages, and InMails as sales copy.
Automating marketing activities within recruitment, such as sending personalised emails, following up with candidates and maintaining talent pools. Automation works best when it strengthens personalisation instead of replacing it.
The ability within Elvatix to switch between writing recruitment messages (InMails for candidates) and sales messages (outreach for client acquisition). Ideal for staffing agencies that approach both candidates and clients.
The umbrella term for all the digital tools recruiters use, from ATS and CRM to sourcing tools and outreach platforms. The right stack depends on team size, volume and the type of roles you hire for.
The percentage of candidates who reply to your outreach messages. A higher response rate points to better message quality and personalisation. Benchmarks vary by sector, but 20-30% is considered good for InMails.
Outsourcing part or all of the recruitment process to an external party. Under RPO, the provider takes responsibility for sourcing, screening and/or the full hiring process on the client's behalf.
An arrangement where a professional is employed by a staffing agency but works on-site for a client company. The staffing agency handles the employment relationship while the client directs the day-to-day work.
Optimising web pages to rank higher in search engine results such as Google. Covers technical SEO, content optimisation and link building. In recruitment, SEO is essential for attracting organic traffic to job pages and company pages.
Actively searching for and identifying potential candidates for open roles. Sourcing includes searching LinkedIn, databases and other platforms to find suitable profiles, even when candidates aren't actively looking.
A structured plan for finding candidates for hard-to-fill roles. Covers the choice of channels, Boolean searches, messaging strategy and timing. A good sourcing strategy combines volume with personalisation.
A planned approach to hiring aligned with the organisation's long-term goals. Covers workforce planning, employer branding, talent pool building and measuring recruitment ROI every quarter.
A structured overview of potential candidates at different stages of the recruitment process. A strong pipeline lets you move fast when a role opens, without starting sourcing from scratch.
A database of qualified candidates who've had previous contact with your organisation or agency. Unlike a pipeline, which targets specific roles, a talent pool is a broader collection you build up for future needs.
Hiring technical professionals such as software developers, engineers and IT specialists. Requires specific knowledge of technical skills and an approach that matches what tech talent expects.
An arrangement where a candidate first works on a temporary, agency-employed basis for a client, with the intention of moving into permanent employment after a set period. It gives both sides a trial run before committing.
A pre-written message model recruiters use as a starting point for outreach. While templates save time, candidates often recognise them as generic. Elvatix generates a unique message per candidate instead of relying on templates.
The number of days between opening a role and a candidate accepting an offer. This varies a lot by market, seniority and role; faster sourcing and quicker outreach can shorten it considerably.
The number of days from first contact with a candidate to accepting an offer. Differs from time-to-fill because it measures from the moment the candidate enters the picture, not from when the role opened.
See how AI-driven outreach helps you reach candidates faster and more personally.