Candidate Sourcing

• Hours of Sourcing, a Handful of Candidates

  You spend most of the week searching and reading profiles, and end up with a few people worth calling.

• The Same Candidates Every Search

  Every search turns up the same names, and they’ve already heard from every other recruiter.

• You Can’t Find Their Email

  You’ve found the right person. Now you can’t reach them anywhere but a LinkedIn message.

• Send-Outs Getting Rejected

  You send strong candidates. Few of them ever get an interview.

• Clients Ask for More Candidates

  Instead of deciding on the candidates you sent, the client wants more to compare.

• Candidates Don’t Reply to Your Outreach

  You send message after message. Most of the people you reach out to never answer.

Sourcing is the slowest part of recruiting, and most recruiters still do it by hand.

A typical search means writing search strings, running them on LinkedIn, opening profile after profile and deciding one at a time who’s worth a call. Then finding an email or a phone number for each of them, often in another tool.

LinkedIn is where everyone searches, so it’s where every recruiter finds the same people. Seats that search all of it cost thousands a year, and the cheapest plan reaches only your extended network.

None of those hours go to talking with candidates or clients, the work that actually fills roles.

Finding people shouldn’t take your week anymore.

The fix is to let software do the finding. Today’s sourcing tools:

• Search hundreds of millions of profiles, from LinkedIn and many other sources, at once.
• Take the role in plain language, not just search strings.
• Rank the results by fit, so you start with the best matches instead of reading every profile.
• Find work emails and phone numbers for the people they surface.

That leaves you with a shortlist and a way to reach each person. Getting them to answer is a different problem.