A polished career site attracts people who are already job hunting, but it never reaches the scarce profile who has no plans to move. If your agency loses roles at that point, before any application exists, HeyTalent is the better choice over Teamtailor, because it extracts LinkedIn profiles in real time, finds their email and phone number and automates first contact, with a free ATS to track the process. Teamtailor is the better fit when applications already arrive and what matters is employer branding, interview coordination and reporting. That is why many agencies first locate the stage where their process stalls, then measure each tool in its own stage.
What Teamtailor is and what HeyTalent is
Teamtailor is an ATS (applicant tracking system) built around employer branding: it combines a career site with job posting, application intake, process stages, interviews and recruiting reports. An ATS is defined as the software that records each candidate from the moment they enter the process until they are hired or rejected, as this guide to what an ATS is explains.
HeyTalent is an AI sourcing platform for headhunters, agencies and staffing firms: it turns a job brief into a LinkedIn search, ranks profiles with AI variables, finds email and phone numbers and launches LinkedIn outreach sequences. HeyTalent works before any application exists, exactly where Teamtailor begins.
HeyTalent vs Teamtailor in 2026: side-by-side comparison
HeyTalent covers external search, contact data, LinkedIn outreach and a free ATS; Teamtailor covers employer-brand attraction and process management.
| Criterion | HeyTalent | Teamtailor |
|---|---|---|
| Core job | AI sourcing and automated outreach | ATS and employer branding |
| Hiring stage | Before any application exists | From application to hire |
| Where candidates come from | Boolean search and LinkedIn profile extraction, including outside your network | Career site and job ads: reaches people already job hunting |
| Contact data | Email and phone finder | Whatever the candidate provides when applying |
| First contact | Automated LinkedIn invitations, follow-ups and InMails | Communication with people already in the process |
| ATS | Free, with a pipeline you can share with the client; AI candidate reports on paid plans | Core product, with interviews, stages and reports |
| Price | From €93/month billed annually, charged per organisation | No comparable published price: ask for a written quote |
| Typical fit | Headhunters, agencies and staffing firms with scarce profiles | Companies that receive applications and invest in employer branding |
Compare results from the same stage, not percentages that describe different activities: the figures each vendor publishes about itself are not independent audits.
What HeyTalent covers that Teamtailor leaves out
HeyTalent handles the stretch before the application: going from a client brief to a list of qualified profiles, with their contact details and already contacted. The recruiter describes the role in a job description or two lines, and HeyTalent turns it into a search with advanced LinkedIn filters, including outside their network and without needing a LinkedIn licence.
Profiles are extracted at query time, so the experience the recruiter sees is current. AI variables then rank the list by requirements that do not appear in the job title, and HeyTalent finds the email and phone number of everyone who passes the filter.
HeyTalent's sequence sends LinkedIn invitations, follow-ups and InMails without constant supervision. Replies land in a shared inbox you can filter by role and recruiter, and from there the candidate moves into the HeyTalent ATS in one click.
According to HeyTalent, its users work 60% faster during their first month of use, an improvement the company attributes to working with tighter, better-filtered lists. It is a self-reported average for that first month, not a reduction in time to hire, and it is worth checking in your own pilot.
The HeyTalent ATS costs nothing, because what you pay for is sourcing, and it includes a branded career page, public job posts pushed to Google Jobs or private link-only posts, application forms and one pipeline per job that you can share with the client, choosing which stages they see.
On each candidate, the team comments and @mentions a colleague, who is notified in HeyTalent and by email; the client does not see those comments. Separate from the free ATS, paid plans include AI candidate reports: HeyTalent drafts the client report in the agency's template and logo, editable before sharing it by link or as a PDF.
HeyTalent does not replace Teamtailor across the board. It is not an employer-branding tool with Teamtailor's depth, and connection invitations with a note may require LinkedIn Premium Business.
Why employer branding is not enough when profiles are scarce
Teamtailor's employer branding improves conversion among people who already visit the career site, but it does not generate applications from people who are not job hunting. In Spain, 75% of companies report difficulty finding talent, a share that reaches 78% in technology, according to figures published by ManpowerGroup.
With that kind of shortage, buying another ATS leaves an agency's most expensive problem untouched: organising applications better does not create the missing ones. That takes external search, which is what HeyTalent does.
Which metrics to track when comparing HeyTalent and Teamtailor
To compare HeyTalent and Teamtailor, measure each tool in its own stage, using shared definitions. Teamtailor's reports focus on time and cost per hire, funnel conversion and candidate source: useful for managing the process, but they do not measure the effort of finding people who have not shown interest yet.
- Time from brief to qualified shortlist: measures search and filtering, HeyTalent's territory.
- First-contact response rate: separates any reply from a positive one; measures outreach.
- Contact-to-application conversion: both tools play a part.
- Time from application to hire: measures interviews and decisions, Teamtailor's stage.
The recruiting KPI guide helps you define upfront what counts as a qualified candidate and as a positive reply.
How to calculate the ROI of a sourcing tool
Estimated net monthly saving = hours saved per role × roles per month × hourly cost, minus the licence cost. The formula values the capacity HeyTalent frees up compared with your current process, not full profitability.
For reference, total labour cost per worker in Spain reached €38,748.94 in 2025, 3.3% more than the previous year, according to the INE Annual Labour Cost Survey. Assuming about 1,800 hours a year, that works out at roughly €21.50 per hour, not the specific cost of a recruiter.
| Illustrative scenario (assumptions, excluding licences) | Roles per month | Hours saved per role | Hours saved per month | Indicative monthly value |
|---|---|---|---|---|
| Independent headhunter | 8 | 4 | 32 | €688 |
| Small agency | 30 | 4 | 120 | €2,580 |
The hours that count are manual searching, profile review, finding contact details and first outreach. HeyTalent estimates more than 1,000 hours saved for its users on manual profile review, an aggregate vendor figure worth testing in your pilot rather than copying into your P&L.