A talent pool is a group of pre-screened candidates that a company or staffing partner keeps in contact with, so roles can be filled quickly when they open. It turns hiring from a fresh search into a shortlist that already exists.
Developer vetting is the process of checking that a software engineer is capable, reliable and genuine before they join a team. It covers technical skill, real experience, communication, references, identity and, where needed, background and right-to-work checks.
Time to hire is the number of days between a candidate entering the hiring process and accepting an offer. It shows how quickly a company moves once it has found the person it eventually hires, separate from how long the role was open.
Talent acquisition is the ongoing work of finding, attracting, assessing and hiring people to meet an organisation's long-term skill needs. Unlike reactive recruiting, it plans pipelines, employer brand and hiring process ahead of individual vacancies.
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