Every resume that reaches your firm gets extracted, scored against the role, and banked in a talent pool you own. When the next estimator or PM search opens, you start from a full ocean — not an empty inbox.
An unfilled estimator seat means bids you don't submit. An open PM seat means a project someone senior has to babysit. Every week a role stays open, the cost lands on the projects — not the HR budget.
Two hundred resumes arrive in every format imaginable. Someone skims each one for thirty seconds between site visits. Strong candidates get missed for formatting; weak ones get interviews for keywords.
The runner-up from last year's superintendent search would be perfect for this year's opening — but they live in a closed email thread. Meanwhile, people you'd never rehire re-enter the funnel unnoticed.
Three steps between "the posting went live" and "here are the five people worth calling."
Upload resumes in any format — PDFs, Word files, scans, career-page exports. Talent Ocean extracts the structured record: roles, tenure, project types, certifications, licenses, software.
Every candidate is scored against your open role using criteria you control — not a generic keyword match. Weight what matters for this seat: self-perform experience, delivery methods, sector history, certs.
Your team opens a ranked pipeline, not a pile. Move candidates through stages, see why each score is what it is, and bank everyone — including the near-misses — for the next search.
Every application becomes a clean, structured record — no manual data entry, no re-keying into spreadsheets, no "I'll get to that folder later."
You define what a strong hire looks like for each seat — the AI applies it consistently across every applicant. Adjust the weights, and the whole pool re-ranks.
Every candidate from every search stays searchable — scored, tagged, and ready to resurface. Your second search starts warmer than your first.
Flag a candidate once and the platform screens them at intake — automatically, every time, across every role. No more relying on someone remembering a name.
See every open role and every candidate stage in one view. Reports on pipeline health and source quality — so hiring stops being a black box between postings and offers.
Each client runs in an isolated workspace with row-level data separation, under your own branding. Your candidate pool is a company asset — it never mingles with anyone else's.
Most recruiting software hands you an empty system and wishes you luck. Talent Ocean ships with the team that built it — Purely Works recruiters who run construction searches every week.
We configure your scoring, load your history, and work your first roles with you. The software gets smarter from every search our team runs; you get outcomes, not another login.
Your point of contact meets with your team, understands your roles, and works the pipeline alongside the platform.
Scoring criteria, role templates, your existing candidate history, your brand — configured by us during onboarding, not left as homework.
Talent Ocean is in active development with a construction-first roadmap. Founding customers meet with us regularly and shape what gets built next.
Generic recruiting tools treat construction like an edge case. Talent Ocean's scoring speaks the language of the jobsite.
Scoring understands delivery methods (design-build, CMAR, hard bid), sector experience (DOT, K-12, healthcare, heavy civil, commercial), certifications and licenses (PE, CCM, DBIA, LEED, OSHA), and the software stack your teams actually use.
Talent Ocean is rolling out with a small set of construction and professional-services firms. Founding customers get the platform, the recruiting team behind it, and terms that won't exist after public launch.
We'll reach out as founding seats open. If you'd rather not wait, book a demo and we'll walk you through the platform live.
Bring a real open role to the demo. We'll show you exactly how intake, scoring, and the talent pool would work on it.