A Split + Social Network
Built for Recruiters
Share knowledge, share opportunities. We're a community - we build and bill together.
For Recruiters
- Collaborate with trusted peers instead of competing blindly
- Turn quality submissions into reputation, not just placements
- Control how your talent, jobs, and profile are shared
For Employers
- Work with verified, peer-rated and employer-rated recruiters
- Get fewer, better candidates - transparently
- Hire confidentially when roles are sensitive
Talent Network Features
Post & Browse Jobs
- + Advanced filtering
- + Verified jobs badges
- + Optionally limit the number of desired submissions per job post
Post & Browse Talent
- + Password-protect MPC profiles and control who can view them
- + Send private MPC links to clients outside Talnet and get notified on views
- + Get notified when, how often, and by whom a profile is accessed
Earn Commission
- + Transparent commission fee splits
- + No platform interference in splits
- + Direct payment by partnering recruiter / employer
Social Network
- + Follow your favourite names in the industry
- + Create timeless posts to share knowledge with the recruitment community
- + Browse posts by topics
- + Post as yourself, as a company that you represent, or even anonymously
Collaboration & Submissions
- Submission Controls
- + Clear submission timeline including all activity from both parties, to keep everyone accountable
- + Optional limit number of submissions per job (employer-defined)
- Messaging
- + Secure in-platform messaging
- + Optional email notifications for new messages
- + Complete message history
- Privacy & Control
- + Control what's public vs private per job / talent
- + Private collaboration threads per role
Community Governance
- + Self-managed recruiter community
- + Clear community rules & enforcement by recruiters
- + Recruiter governed, no algorithm interference
- + Transparent moderation actions (no shadow bans / black boxes)
Reputation & Trust Signals
- + Candidate Owners receive a score on their submissions
- + Employers and Job Owners receive a score on their communication, speed and payment reliability
- + Verified recruiter / employer badges
Your path to placement
Join Talnet
Publish a Talent (MPC)
Publish a Job
Share the Talent
Share the Job
Browse the Job Marketplace to find a match
Browse the Talent Marketplace to find a match
Submit the Talent to Jobs
Request a Talent Referral
Collaborate to Finalize the Placement
Live on Talnet Social
Most recruiters search where everyone else searches.
This, despite knowing that not all jobs are posted on job boards.
In fact, many companies rely exclusively on their ATS or careers page - meaning those roles never show up on LinkedIn, Indeed, or other aggregators. If you’re doing business development via ad calls, this gives you a serious edge as you get to find demand earlier and avoid overcrowded channels. Instead of searching job boards, search company websites directly using Boolean ...
ManpowerGroup reports improving stabilization in market trends. “2026 is currently trending towards an important inflection point for the business, with a clear path toward sustainable organic revenue and margin growth,” the company reported in its earnings presentation. https://www.staffingindustry.com/news/global-daily-news/manpowergroup-reports-improving-stabilization-in-market-trends
Every cold candidate outreach has to serve multiple purposes.
Sure, the primary goal is to recruit the candidate, but that rarely happens on the first touch. Recruiters that think long-term and aren't purely transactional look to provide value and gather insights in every candidate interaction.
Here's a practical example of how a candidate and recruiter can exchange value, even when the interaction is clearly not headed towards a placement in the near foreseeable future:
Gather Candidate...
After 11 years in recruiting, patterns start to emerge. From agency to agency, I’ve noticed the same 6 types of recruiters show up again and again over the years. Here are the 6 types of recruiters you’ll meet in this industry 👇 https://talnet.co/space/blog/the-6-types-of-recruiters-youll-meet-in-our-industry/
The catch is that the candidates have to be strong matches.
One of the things I was taught during training at a recruitment firm, was setting rules of engagement with clients before the search even starts.
I'm clear about this during the qualification conversation: they'll receive a tight shortlist of 3-5 candidates. They will likely want to meet all of them. If none get an offer, we need to requalify the position.
Why presenting less candidates works
- Clients move faster when they know ...