How do I work ?
sourcing is about combining two brains.
You want the best?
They might be working for someone else.
And they are probably pretty happy about their current job. So they don’t see the need of visiting job boards. And actually, they don’t even think about it.
So, how to bring them in?
One brain to find them
The first brain is the analytical one. Its role is to identify the profiles that match your criteria. It uses advanced boolean operators, chrome extensions, webscraping, behavioural sourcing, data enrichment technics and even more advanced tools you’ve never heard of.
One brain to bind them
Once I have found the right profiles, the real work begins. The end game? Making sure that people I contact out of the blue respond positively and become interested in what you have to offer.
To do that, I rely on 15 years of experience but also on advanced neuro-scientific research.
Does it work?
you bet it does !
Time is money. Let’s save both!
What you do when you recruit
Write a job posting
Stick it on a job board
Get either thousands of replies or none
Realise no one is qualified enough
Write a new job posting
Re-post it on the same job board
Receive the same resumes and if you’re lucky, a few new ones
Lower your expectation
Start planning interviews
Regret lowering expectations
Store the most WTF interviews for your next dinner with friends
Use linkedin search
Find out all interesting profiles already work, send a few messages and get called in yet another meeting.
Realise sourcing is actually not that easy.
Call a recruitment agency, have no idea how they work, who they contacted nor how.
Realise everyone that either applied or was sent was in fact, already online.
Still have no view of what the "market" is like or what your reputation is.
End up hiring the less horrific because you already lost so many weeks and the hiring manager is putting pressure on you.
Cross fingers that the person will stay.
Find out after 6 month it wasn't a good fit.
Get back to step one
What you do when you source
Write a job description
Receive my feedback
Talk about EVERY DETAIL: the role, why they should join you, the team, etc.
Have a coffee and wait one week for a list of matching profiles
Review them with your hiring managers and control who is contacted for the world is small and it empowers your hiring managers.
Leverage on your Employer Brand: Everything done is transparent and embedded in it.
Receive each week a status of the search: who got contacted, who answered what
Receive the CV, synopsis, current salary and expectations of people willing to interview with you.
Realise they all fit.
Take control of your recruitment process fully, no interference.
After the 4th week, receive a full report with all the feedbacks compiled, all the answers collected (good AND bad), get my view on the market, suggestions to enhance your recruitment strategy.
Contact your qualified candidates directly
Hire the best one around a coffee
Live happily ever after
And how much will this cost me?
Remember when you called a tier one headhunter and he told you he charged per new recruit, with a fee that amounted to 35% of the annual salary, a third of which non-refundable?
Well, check this out!
One sourcing mission will cost you a 12kCHF (11k€) flat fee. For this fee, you get:
1 role, 1 location, 5 days of active sourcing, 4 agile sprints, fully embedded in your employer brand
a full report after 30 days, with a list of people that fit the profile AND your company culture
the freedom to hire as many people as you want
all the data collected
Better candidates, less fuss and no late-minute billing surprises.
What are you waiting for?
PS: I only work directly with end clients, no IT services company, no third parties, no agencies.