• The AI-driven sourcing significantly improves our candidate pool.
• The platform automates outreach and follow-up processes.
• The analytics tools are valuable for tracking candidate engagement metrics.

We implemented Fetcher to improve the quantity and quality of our applicant pool. We also aimed to automate the candidate outreach process. Previously, we relied heavily on manual processes to source candidates and move them through the portal. This tool helped us automate many of those workflows. Its AI-driven features were a major selling point. We have been using it for roughly a year.

• The AI-sourced candidates are not always the best matches.
• The email customization options could be more flexible.
• The pricing can be high for organizations with lower candidate volumes.

Fetcher strikes a good balance between AI-powered sourcing and automation, while maintaining a user-friendly interface.

By contrast, HireEZ offers stronger search filters and deeper AI matching capabilities, but it generally requires more manual input.

Consider how much manual sourcing you want to eliminate and how well the tool integrates with your existing systems. Fetcher performs well in terms of ATS integration, which is a clear benefit. It’s also important to evaluate pricing and the effectiveness of its AI-sourced candidate features.

Fetcher has increasingly focused on enhancing its AI-driven sourcing capabilities, which remains a central part of its value proposition.

Fetcher is a strong fit for mid-sized to large companies, especially those looking to scale their sourcing and hiring efforts. It’s also ideal for teams open to leveraging AI in their recruiting process.

• The demo showcased Fetcher's ability to source a minimum of 30 high-quality candidates per day.
• The demo also demonstrated how email outreach could begin with the click of a button.
• The Chrome extension allowed Fetcher to be used within LinkedIn and promised the ability to provide email addresses for any U.S.-based contact, making it a useful lead generation tool.

We reached out to Fetcher to automate candidate sourcing and outreach. There was a push from leadership to source a large number of passive candidates rather than relying on applicants.

We wanted to expedite the process by using an AI tool that could assist in sourcing and contacting candidates automatically, reducing the time needed to source hundreds of candidates as requested by leadership.

We needed to significantly increase the number of sourced candidates in a short period. As a small team of two recruiters with multiple roles to fill, we needed assistance from a tool. I personally used Fetcher for four months.

• Fetcher never worked correctly for us.
• It consistently failed to find high-quality candidates that matched our criteria—we received only about two partially qualified candidates per role over four months.
• The filters did not work properly; for example, we were unable to filter by industry for a Director of Product role requiring eight years of experience and an apparel background.
• Fetcher never provided email addresses for candidates sourced through LinkedIn.
• Most candidates sourced by Fetcher also lacked emails, forcing us to use LinkedIn and LinkedIn Recruiter for outreach.
• Despite repeated efforts by our Fetcher representative and their engineers, the tool never improved.
• We spent countless hours training the AI and reporting technical issues without results.

• Fetcher’s performance was poor, and I cannot recommend it.
• We continue to use LinkedIn Recruiter for sourcing and outreach.
• We were able to generate more qualified candidates using Boolean searches on Google in one day than we received from Fetcher over four months.
• I prefer the AI sourcing capabilities of Workable and SmartRecruiters.

• If Fetcher worked as intended, the key buying criteria would include automated sourcing of at least 30 candidates per day, automated email messaging, and lead generation through LinkedIn.
• I recommend having the Fetcher sales representative run a demo using your actual job criteria to confirm the filters function properly and the tool can identify qualified candidates.
• Ask for a trial period to verify that the tool works as promised, especially for lead generation and email sourcing.
• We were told Fetcher does not offer trial periods, but I believe a two-week trial should be standard to ensure functionality.

In our case, it never worked. We spent four months working with our Fetcher representative and their engineering team to address issues, but the tool never functioned as promised.

If it worked, it would be suitable for any industry or organization, especially start-ups or small businesses. With a small, lean recruitment team, Fetcher could act like an extended sourcing team working around the clock.