- DATE:
- AUTHOR:
- The Fountain team
New in Fountain: August 21 - September 3
Cue Tip: Pool’s new filters make it easier to find past applicants worth another look.
Copy/paste this prompt into Cue:
Find strong applicants who were rejected or placed on hold in the last 90 days and may be a good fit for an active opening. Group them by opening and explain why each person could be a match.
Release Highlights
We've introduced 9 updates across I-9 Center, Pool, and Source. Rehire handling gets more accurate, from matching a returning worker to the right profile through stopping a duplicate E-Verify case before it is created. Pool gains new ways to define an audience, capture intent from a campaign click, send people back to their own application, and read a talent profile at a glance. And every Source campaign comes together on one page.
Available Now
I-9 Center
Rehire matching checks a worker's personal email before your configured criteria, and keeps matches inside the worker's EIN family.
A rehire's new I-9 waits for review when an earlier E-Verify case is still open, with a Blocked step and a Resolve action giving admins one queue to work through.
Pool:
Audiences can use time windows measured back from today, target applicants who were approved, rejected, or put on hold, and filter on worker records.
A talent record can be manually marked do not contact, and campaign sends honor it.
A campaign button can write a value to a talent attribute on click, making the people who tapped it a group you can build the next audience on.
Campaigns can carry a link that takes each recipient back to their own application, personalized when the message is sent.
Talent profiles open with a generated summary drawn from prospect data, application history, workforce records, and parsed resumes.
Sourcing:
Every sourcing campaign across every channel sits on one page, with cost per hire and conversion alongside spend and CPA, filters by channel and role, and pause, resume, and budget edits from the row.
Coming Soon / Rolling Out
I-9 Center:
People hired more than once consolidate into one actionable row in the I-9 Center, with every active profile available from a selector.
Together, these updates help a returning worker's paperwork land where it belongs the first time, give recruiting teams sharper ways to define, reach, and read the talent they already have, and put sourcing spend where you can see all of it at once.
I-9 Center | Email-First Rehire Matching
When I-9 Center is active, workers who share a personal email address are always matched, before any other criteria are considered. Where emails differ, the attributes you selected and your all-or-any logic run exactly as configured, and email is re-checked afterwards so a later change of address is still picked up. All matching happens against workers associated with the same EIN. The Worker profiles matching and rehire settings page states the email rule directly, where the criteria are chosen. This governs matching from here on. Profile links that are already wrong are not repaired, and historical I-9 records are not backfilled.
Availability: Available to all I-9 Center customers.
I-9 Center | Duplicate E-Verify Case Prevention for Rehires
When a worker is rehired, Fountain looks for an earlier E-Verify case that is still open before opening a new one. The worker completes Section 1 as normal; only then does the I-9 pause, immediately before Section 2. A Blocked step collects everyone held for this reason, a banner reports how many need action, and Resolve opens the specific open case so it can be closed. Admins can enable a notification for a new conflict, and a message telling the worker their I-9 is ready to continue. Once the earlier case closes, the hold clears and Section 2 proceeds the normal way, creating the new E-Verify case as it always would. Closing the earlier case is the only way to release the hold, and Final Non-Confirmation is not a closing status, so reaching it does not clear the way. Every other rehire is untouched.
Availability: Available to all I-9 Center customers.
Pool | Audience Filters
A date condition can be set to within the last a number of days or months, so an audience keeps describing the same span of time as time passes. An audience of people who applied within the last three months refreshes itself, cycling new applicants in and older ones out. The current application stage filter now includes the terminal stages, Approved, Rejected, and On Hold, so people who reached a decision are targetable. And audiences can be built on worker records: status and status sub-type, start, hire, and termination dates, job, brand, location and location group, city, state, country, and whether the worker is a rehire. Audience members must still be eligible Pool talent, so customers with a talent-exclusion setting that keeps active applicants out of Pool will see fewer results than the raw filter implies. Existing audiences are unchanged.
Availability: Available to all Pool customers.
Pool | Do-Not-Contact Flagging
Talent can be marked do not contact from the talent list, either one person at a time or several at once, and Pool honors that decision across campaign sends rather than treating it as a note for whoever builds the next audience. The action is also available on an individual row. Flagged talent are held with the other ineligible talent, and can be shown or hidden on the Talent page. This is a talent-level exclusion and is distinct from per-channel eligibility such as SMS consent and email unsubscribe. Existing audiences and campaigns are unaffected until a talent is flagged.
Availability: Available to all Pool customers.
Pool | Turn a Campaign Button Click Into an Audience
A button configured as a Collect data type can now write a value to a talent attribute when someone clicks it. Set the outcome to write an attribute, choose the attribute key and the value, and everyone who clicks has that value written to their record, where it behaves like any other talent attribute and can be used to build an audience straight away. Where a talent has more than one matching record, the value can be written to all of them or only to the most recently created one. The button's label is recorded as the answer, and clicking opens a confirmation window with the message you write. Existing campaigns and their buttons are unchanged.
Availability: Available to all Pool customers.
Pool | Applicant Portal Links in Campaigns
Campaign creators insert an Applicant Portal field from the dynamic-field picker in the campaign editor and use it in email or SMS. For a recipient with an applicant record, it resolves to a link to their own application when the message sends. A recipient with no applicant record receives the configured fallback where one is set, and where none is set the field renders blank and the campaign still sends. Write the sentence around the field so it still reads if the field comes back empty, and send a test to a contact of each kind before activating. No applicant records are created by the field.
Availability: Available to all Pool customers.
Pool | AI-Generated Talent Description
Every talent profile opens with a written summary of who the person is, sitting directly beneath the contact details and above the profile tabs. It is generated from the whole record: prospect data, Hire application history, the worker record, and the parsed resume. It also shows when it was last updated. Instead of assembling a picture from scattered fields, a recruiter reads a paragraph. The description inherits the gaps in the data behind it, so a sparse profile produces a short, general summary. It is a reading aid rather than a source of truth, and it does not affect match score, competencies, or audience membership.
Availability: Available to all Pool customers.
Source | All Campaigns
Every sourcing campaign, across every channel, now sits on one page. Each campaign gets a row showing its opening, channel, status, budget, start and end dates, spend, applicants, CPA, hires, CPH, and conversion, and every column sorts. Cost per hire, hires, and conversion to hire are new alongside the budget, spend, applicant, and cost-per-applicant figures that were there before, and organic campaigns appear next to sponsored ones. Filter by channel, status, position, location, and brand, and set a date range covering the last 7, 15, 30, or 90 days, a custom range, or lifetime, to read one channel's performance over a chosen window. Campaigns can be paused and resumed from the row, and budgets edited on channels that support it.
Previously announced — now available to all Source customers.
Availability: Available to all Source customers.
I-9 Center | Consolidated Rehire View
Profiles for the same person are grouped, so a person hired more than once occupies a single row, with a number in brackets after the name showing how many I-9s they have. Opening a form shows every profile for that person, grouped by I-9 and split into a current section and the historical ones, with the active profile listed first and each group labelled in progress or historical. An older profile carries a notice that a more recent I-9 exists, with a link straight to it. Nothing is removed. Every active profile and form stays available, historical records are retained, and search and filtering behave as before.
Availability: Coming soon to an initial group of customers — contact your Customer Success representative to learn more.
Next steps
Reach out to your Customer Success representative with any questions about these updates.