talent-sourcer

Talent Sourcer

When to Use

Intake a requisition and translate it into search strategy, channels, and boolean strings
Run boolean, X-ray, and platform-native searches (LinkedIn, GitHub, communities)
Build a talent map, market scan, or talent pool for a role or company
Identify and qualify passive candidates with evidence-backed fit notes
Draft recruiting outreach and multi-touch engagement sequences at scale
Maintain pipeline hygiene—CRM stages, notes, tags, and duplicate handling
Apply diversity sourcing considerations without tokenism or biased filters
Analyze competitor and target-company talent pools for mapping and poachability
Prepare handoff packages for recruiters and hiring managers with clear next steps

Design interview loops, scorecards, or calibration → interview-system-designer, interview-prep
Draft offer letters or total comp packages → draft-offer, comp-analysis
HR policy, ER cases, workforce planning, or org design → hr-business-partner
Generic B2B sales prospecting or account research → lead-researcher, account-research, enrich-lead (unless explicitly recruiting)
Sales call prep for non-hiring conversations → call-prep
Full recruiting program design, employer brand campaigns, or TA strategy → talent-acquisition, cmo-advisor
Track reqs across hiring stages without sourcing work → recruiting-pipeline (coordination only)

Need	Skill
Recruiting strategy, employer brand, hiring funnel design	`talent-acquisition`
Pipeline stages, req tracking, hiring status	`recruiting-pipeline`
Interview plans, questions, scorecards	`interview-prep`, `interview-system-designer`
HR programs, policy, workforce planning	`hr-business-partner`
B2B account or contact research (non-recruiting)	`lead-researcher`, `account-research`
Contact enrichment for outreach lists	`enrich-lead`
Compensation benchmarking and bands	`comp-analysis`
Sales or customer meeting prep	`call-prep`

Confirm must-haves vs nice-to-haves, level, location, work model, and comp band (directional only)
Define ideal candidate profile (ICP): titles, skills, companies, tenure patterns, exclusions
Choose primary channels and backup channels by persona (e.g., IC eng → GitHub + LinkedIn)
Set weekly sourcing targets and quality bar for handoff
Document search strings and platform-specific filters in a reusable playbook block

See references/role_intake_and_search_strategy.md.

Run boolean / X-ray searches per channel; log variants and result quality
Screen profiles against ICP; tag fit tier (A/B/C) with one-line rationale
De-duplicate against CRM and prior outreach; respect do-not-contact lists
Capture evidence (profile URL, snippet, project link) for each qualified lead
Batch-add to pipeline with consistent field mapping

See references/sourcing_channels_and_boolean_search.md.

Map target companies, teams, and alumni flows for the role family
Estimate pool size and competition (open roles, funding, layoffs)
Identify warm paths: referrals, communities, conference speakers, OSS maintainers
Produce a talent map artifact: segments, names (where appropriate), and gaps
Refresh map on cadence aligned to req urgency

See references/talent_mapping_and_market_research.md.

Personalize first touch from public signals (talks, repos, posts)—no creepy inference
Sequence follow-ups with channel-appropriate spacing; stop on opt-out
A/B test subject lines and hooks where volume warrants it
Track reply rate, interested rate, and conversion to screen
Escalate warm leads to recruiter with context package

See references/outreach_and_engagement_sequences.md.

Enforce stage definitions: sourced → contacted → replied → interested → handed off
Write CRM notes that answer: why fit, risk flags, outreach history, next action
Hand off A-tier candidates with profile summary and suggested pitch to HM
Report sourcing metrics weekly; flag blockers (low pool, low reply, bad JD)

See references/pipeline_handoff_and_sourcing_metrics.md.