A prospect lives in the sourcing pool. A candidate lives in your hiring pipeline. Importing is the one-click move from the first to the second — usually after a prospect replies and wants to talk. Their profile data, links, and work history carry over, and a new candidate record appears in your pipeline.

Sourcing pool versus hiring pipeline

These are two separate places, on purpose:

The sourcing pool is everyone you've ever sourced — the Prospects tab. People in it may not know you exist yet. It's a research surface: search it, enrich it, run outreach from it.
The hiring pipeline is your real candidates for real jobs — the candidates table and board, with statuses, match ratings, and scheduling.

Keeping them apart means your pipeline metrics aren't diluted by hundreds of cold prospects you only emailed once. A prospect becomes a candidate when there's an actual hiring conversation to track — not before.

Import a prospect

In the Search results or the Prospects table, select the prospects you want — tick one, several, or use Select all.
A bar appears at the bottom of the screen. With a role selected in the left sidebar, it reads Add to Role; without one, Add to Candidates.
Click it. Each selected prospect becomes a candidate in your pipeline.
If you imported into a role, the new candidates land at the lead stage of that job, ready to move through your pipeline.

You can import one prospect or a batch in the same action. A prospect you've already imported is skipped automatically — re-importing won't create a duplicate.

What carries over

The new candidate record is built from everything Chosen knows about the prospect:

Name, headline, current company, and location.
Profile links — LinkedIn, GitHub, personal site, and other source URLs.
Years of experience and the assembled work history.
Source, set to "Sourcing", so you can always tell a candidate came from a Mission rather than an application.

After import, Chosen parses the prospect's profile into a structured candidate in the background and computes a match rating against the job — the same scoring an applicant gets. The rating may take a moment to appear while that runs.

When it gets it wrong

Because the candidate is built from web-sourced data, the same caveats as the prospect record apply — a parsed profile is a strong draft, not a verified resume. Once the candidate is in your pipeline, treat their details as you would any sourced profile: worth a read before you lean on them.

A match rating on an imported candidate is only as sharp as the job description it scored against and the profile Chosen could assemble — see match rating for how that number is built and what it can't see. From here, the candidate behaves like any other: move them through statuses and into scheduling.