sourcing-strategy
Installation
SKILL.md
Overview
Based on Recruiting in the Age of Googlization (Wolfe) and Who: The A Method for Hiring (Smart & Street). Most A players are not applying to job postings - they're employed, performing well, and selectively available. Passive sourcing (outbound) is required to access that pool. The sourcing strategy defines which channels to use, how to find candidates in each, and what to say to get a response.
Workflow
Step 1: Define the Ideal Candidate Profile (ICP)
Before sourcing, know exactly who you're looking for. Pull this from the scorecard or intake meeting:
- Role: [role title]
- Level: [seniority]
- Must-have background: [specific experience, domain, or capability]
- Nice-to-have signals: [adjacent experience or company backgrounds]
- Geographic constraint: [remote / hybrid / on-site in X]
- Timeline: [when do you need them in seat?]
The tighter the ICP, the better your outbound conversion rate. Broad ICPs produce volume, not quality.