Yes, though not as a separate folder. In Lever, the talent pool is your whole candidate database. Every sourced prospect, applicant, and archived candidate stays on one searchable profile, and you shape "pools" with tags, archive reasons, saved searches, and Lever's rediscovery tools. That works because Lever combines an ATS with a recruiting CRM, so pooling and nurturing happen in the same system. An AI Talent CRM extends that model with automated engagement.
How pooling works in Lever
- Archive reasons: When a candidate isn't moving forward, the archive reason you choose decides how findable they are later. Lever recommends reasons such as "Future hire" or "Better for another role" because they make candidates easier to rediscover.
- One profile per person: A candidate can hold several opportunities (different roles, different years) on a single record, so the pool doesn't fill with duplicates.
- Tags: Apply skill, location, or role-family tags manually or through automation rules triggered by stage changes or applications.
- Search and rediscovery: Advanced search filters the full database, including the archive.
Nurture Recommendations
Lever's Nurture Recommendations is the closest thing to an automatic talent pool. A proprietary algorithm reviews archived candidates and resurfaces those with the highest potential for your active postings, weighing feedback scores, notes, archive reason, stage reached, previous postings, referrals, and origin. You can filter the list by archive reason, reached stage, last contact, and keywords, then enrol people in a nurture campaign from the same screen. Candidates who are snoozed or already hired are excluded.
Where teams trip up
- Inconsistent archive reasons. If recruiters archive everyone as "Other", rediscovery has little to work with. Agree on a short list and use it.
- No nurture capacity. Base Lever sends nurture campaigns to one candidate at a time; enrolling up to fifty at once needs the Advanced Nurture add-on.
- Pools without owners. A pool that nobody re-engages decays fast as people change jobs.
A simple setup that works
- Define three to five archive reasons that signal future value.
- Create tags for your recurring role families.
- Review Nurture Recommendations whenever a recurring role opens.
- Track how many hires come from rediscovered candidates, so you know the pool is paying off.