Understand the role before searching
Work with the recruiter or hiring team to separate must-haves from preferences. Clarify the systems and versions involved, the outcomes expected, experience level, location or work schedule, compensation range if available, and any required credentials. Ask what evidence would distinguish a qualified person from a résumé that merely repeats the job description.
Search broadly and investigate carefully
Use appropriate talent platforms, professional communities, referrals, and the firm’s applicant tracking system (ATS). Search for related titles, equivalent tools, adjacent skills, and transferable experience. Evaluate profiles against the actual requirement rather than relying on a single keyword or employer name.
Review public professional information with care and follow platform terms, privacy rules, and company policy. Confirm whether a profile looks current, whether experience appears relevant, and whether the person’s stated availability and location align with the role. Do not treat personal social-media content or protected characteristics as hiring evidence.
Rate evidence and record useful notes
A sourcer’s rating should explain why the person may fit. Record observable, role-related evidence: relevant project scope, technologies and recency, seniority, location or time-zone compatibility where required, and any gaps to clarify. Mark what is confirmed versus what comes from a profile or résumé. Do not inflate a score because a candidate has a familiar employer or a polished online presence.
Good ATS notes let the recruiter act quickly: source, date, role fit, contact status, candidate preference, follow-up action, and any consent or communication notes required by policy. Keep records factual, concise, respectful, and limited to what the team needs. Avoid duplicate submissions by checking existing records and ownership before outreach.
Build a pipeline the recruiter can use
Prioritize candidates who meet the essential criteria and have a plausible reason to consider the opportunity. Add a small number of well-researched people with transparent notes instead of a large list of weak matches. Flag uncertainties and questions for the recruiter to explore rather than guessing at the answer.
Coordinate with the recruiter so outreach is timely and consistent. Update the pipeline when candidates respond, decline, change availability, or ask not to be contacted. Follow the firm’s instructions for candidate consent, data retention, and communication preferences.
Measure quality, not only volume
Useful sourcing measures can include recruiter response to a submission, qualified conversations started, interview progression, time to produce a relevant shortlist, duplicate or stale profile rates, and candidate feedback. Raw contact counts are easy to inflate and do not show whether the search is helping fill the role.
The sourcer’s contribution is a well-researched starting point. By providing accurate evidence and an organized ATS pipeline, the sourcer gives the recruiter more time for the human work of understanding a candidate’s goals, assessing fit, and building trust.