TalentNet
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TalentNet is the software house that is shaping the world of direct source technology by connecting top talent with top employment brands in new ways.
TalentNet Inc. - The Leader in Self-Sourcing / Direct-Sourcing and Private Talent Community Technology. TalentNet Inc. is a privately owned and operated global organization holding a WBE (Women Business Enterprise) Certification for supplier diversity initiatives. was founded in November of 2013 and is a leading provider of professional payroll and self-sourcing alumni/redeployment solutions. As an innovator in the staffing industry, TalentNet successfully deployed the industry’s first payroll redeployment solution offering in January 2014. TalentNet’s estimated 2016 revenues will exceed $200 million deploying over 1000 active consultants on client locations across North America, the United Kingdom and Europe. TalentNet's vision is to set a new standard of excellence in the contingent labour marketplace by leading innovation, encouraging transformational thinking and exemplifying superior client partnership. TalentNet believes in serving as a true strategic partner to our clients, empowering them to build stronger relationships with their contingent labour workforce while decreasing talent acquisition costs.
09/24/2026
"Human-in-the-loop" is one of the most-used phrases in the current AI vendor market.
It is doing a lot of work. Most of it, badly.
Deloitte's 2025 State of Generative AI in the Enterprise found that appropriate human oversight is one of the top barriers to scaling AI. Not because the technology cannot support it. Because most deployments define oversight as a review step at the end of the workflow, not a decision step inside it.
Human-in-the-loop is not a setting. It is not a checkbox in the admin panel. It is not the fact that a person, in theory, can review the output.
Human-in-the-loop is a design decision about which decision the human owns.
The version most vendors ship keeps the human at the end. The model makes the call. The human approves. The approval is fast because the decision already happened.
The version worth buying keeps the human at the beginning. The human sets the criteria, sees the shortlist, weighs the trade-off, and decides. The model runs the search, does the scoring, produces the audit trail. The human decides.
Same words. Different products.
In Direct Sourcing the distinction is not academic. It is the difference between an agent that speeds up the recruiter and an agent that replaces their judgment with a rubber stamp.
The first is the version we built.
Learn more at https://hubs.li/Q04ygsTG0.
Class is in session.
Source: Deloitte, State of Generative AI in the Enterprise, 2025.
09/23/2026
We're at SIA CWS Summit North America 2026. See Direct Sourcing in action, and leave with your name on it. Literally.
Stop by Booth #400 for a custom canvas tote and embossed leather luggage tag, made on the spot with your name on them. One day only, Monday September 28 8am to 4pm. When they're gone, they're gone!
While you're there, we want to hear what's going on in your program today. The challenges, the wins, all of it.
Whatever you're working through, from cutting the busywork with AI agents to giving candidates a better experience, filling roles faster, or lowering your contingent spend, bring your questions. We'll help you strategize and show you how Direct Sourcing gets you there.
Anne Llewellin, Matt Redling, Dylan Halpin, PY Brennan, and Sathi Ganpat will be on the floor to walk you through the strategy, the business case, and how we've done it for clients before. This is what we do, and we know how to make it work.
Don't miss Anne's roundtable, "Building Talent Communities: Is It Worth the Effort?" on Monday September 28 from 10:30am to 12pm.
Find us at Booth #400, September 28 and 29. Not making it to CWS? Let's still talk. Reach us at https://hubs.li/Q04y81x40.
The biggest myth in Direct Sourcing? That talent pools just magically appear.
Matt Redling from our Customer Success team busts it: a curator's job isn't pulling names from a database. A great curator wears three hats.
🎯 The Recruiter: Understands exactly what talent and skills the business needs
📣 The Marketer: Runs targeted campaigns to attract the right professionals
🤝 The Community Manager: Nurtures candidates between roles and keeps the community engaged
Rely on a static pool and your program plateaus. The community has to keep growing, and the curator is the one driving it.
The best curators don't just pull from a talent community. They build it.
Visit https://hubs.li/Q04wDJ_v0 to see how.
Is building your own Talent Community actually worth the effort?
Anne Llewellin, our Director of Customer Success, has a straight answer. Yes. And the numbers back it up.
On average, our clients see:
📈70% Talent Community growth
💰~$3M in savings
🎯A 36% job fulfillment rate
Anne is talking through the how at CWS Summit North America in Dallas, starting Monday, September 28.
Come find us. Stop by our booth #400, walk through a live demo, and join the roundtable. Bring your toughest contingent workforce challenge and we will show you what Direct Sourcing can do with it.
See you there.
09/15/2026
Buying a Direct Sourcing platform? Don't start with the demo. Start with the questions.
The best platforms don't just fill jobs. They build a Talent Community that gets stronger with every hire.
7 things every enterprise should ask before signing:
✅ Is candidate matching transparent, or just another AI black box?
✅ Does it have proven compliance? (SOC 2, ISO 27001/27017/42001, GDPR, CCPA)
✅ Does it integrate in real time with your VMS, ATS, and HR tech stack?
✅ Can recruiters curate talent at scale without growing headcount?
✅ Does your Talent Community keep candidates engaged long after they apply?
✅ Are DEI and bias-reduction tools built into the workflow?
✅ Can you measure time-to-fill, fulfillment, savings, and ROI in real time?
Here's why it matters:
80% of businesses now use contingent workers for their hardest-to-fill roles, and 65% plan to grow those programs (SIA). Our clients average $3M in savings, and one health insurance client achieved $29.1M in cost avoidance running 67% of its spend through Direct Sourcing.
We've been building Direct Sourcing since 2013. We put together a checklist of the questions vendors don't always answer. Read it here: https://hubs.li/Q04wDV820
The old rule: pick two of three, speed, cost, quality. Never all three.
⚡ Fast and cheap? Quality takes the hit.
💰 Cheap and great? You'll wait a long time to fill the role.
⭐ Fast and great? Get ready to pay for it.
That's the traditional talent triangle, and it's forced trade-offs for way too long.
PY Brennan breaks down how Direct Sourcing breaks the triangle. No more picking two. Lower costs, faster time to fill, and better candidates, all at once.
Every contingent labor program has different goals. Finding a way to move cost, speed, and quality together is exactly where the conversation should start.
Visit https://hubs.li/Q04wzvvl0 to see how.
There are two ways to describe an AI platform.
One is the version on the website. Boxes and arrows. Feature lists. Product tours.
The other is the version you get when three people who built it sit in a room together and talk about it out loud. What they are proud of. What they are still working on. What they refuse to compromise on.
"The next chapter really is AI agents."
Justin Lumby, Jacqueline Statten, and Brad Clayton's episode is up now on Agent Sessions.
Learn more at https://hubs.li/Q04vqgYF0.
Class is in session.
09/09/2026
Recruiters don’t have a candidate shortage.
They have a signal-to-noise problem
When a role attracts 150, 200, or even hundreds of applications, the challenge isn’t finding a candidate. It’s finding the right candidate without spending days buried in resumes.
That’s where Agentic AI can make a real difference. In Direct Sourcing, Talent Agents can help recruiters:
🔎 Build and manage targeted Talent Pools
🎯 Identify candidates based on the skills and experience that actually matter
📋 Create focused shortlists from large applicant pools
⚡ Automate repetitive tasks that slow recruiters down
🤝 Give recruiters more time for the human side of hiring
The goal isn’t to replace the recruiter.
It’s to give them a better way to find the one in a hundred.
Because more applications shouldn’t mean more noise.
It should mean a better way to find the right talent.
Read the full article: https://hubs.li/Q04x2GHh0
Stop recruiting. Start curating.
Traditional recruiting is transactional: a role opens, candidates get sourced, the position gets filled, everyone moves on. Repeat.
A hiring strategy built only for right now isn't built to last. Our own Sathi Ganpat breaks down the shift below.
Stop asking "How do I fill this role?" Start asking "How do I build a community of talent ready to support this organization long term?"
That's curation. Here's what it looks like:
🤝 Building relationships with talent long before a role even opens
🥈 Staying close to strong "silver medalist" candidates
📣 Engaging passive candidates and representing your employer brand every day, not just when you're hiring
Master it, and hiring gets faster, cheaper, and far more predictable. It stops being a task. It becomes a competitive advantage.
Stop filling roles. Start building your talent ecosystem.
Visit https://hubs.li/Q04w62MB0 to see how.
09/02/2026
Numbers, not opinions.
In their first year with TalentNet, our clients average:
💰 $3M in savings
🎯 140 Direct Sourcing placements
🚀 36% job fulfillment rate
📈 70% growth in Talent Communities
And now, agentic AI is changing what’s possible.
Want to see where TalentAgents fit into the picture? Come talk to us at Booth 400 at SIA CWS North America.
📍 Dallas, Texas
📅 September 28–29
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