mohitagw15856/sourcing-strategy

Sourcing Strategy Skill

Hard roles aren't filled by posting a job and waiting — they're filled by knowing who you need, where they are, and how to reach enough of them to fill the funnel. This skill builds that plan: the target profile, the channels ranked by where the talent actually concentrates, and the pipeline math so you know how many to source to make one hire.

Working from a brief

Given "we can't fill our staff ML engineer role", build the strategy anyway — infer the candidate profile, where they cluster, and a realistic funnel, labelling assumptions. Use funnel ratios with a worked example rather than inventing exact numbers. Never withhold for missing detail.

Required Inputs

Ask for these only if they aren't already provided (else infer and label):

• The role — what it is, the must-have skills, level, and what's hard about filling it.
• Constraints — location/remote, comp band, timeline, and any visa/relocation limits.
• Selling points — why a strong candidate would want it (and any known weaknesses to counter).
• What's been tried — current pipeline, channels used, and where it's stalling.

Output Format

Sourcing Strategy: [role]

1. Ideal candidate profile — the realistic must-haves vs. nice-to-haves, the adjacent profiles worth considering (to widen the pool), and the signals that identify a strong fit.

2. Where they are — where this talent concentrates: companies to source from (and avoid), communities, platforms, events, and content they engage with.

3. Channel plan — sourcing channels ranked by likely yield for this role:

| Channel | Why it fits | Effort | Approach | |---|---|---|---| | Direct sourcing (LinkedIn/GitHub) | … | high | boolean + personalized outreach | | Referrals | … | low | targeted ask to the team | | Communities / events | … | med | … | | Job posts / inbound | … | low | only part of the mix |

4. Outreach approach — the message angle and cadence (pairs with recruiter-outreach and boolean-search-builder).

5. Pipeline target & funnel — how many to source to make the hire: a funnel with ratios + a worked example (e.g. sourced → replied → screened → onsite → offer → hire), so weekly activity is sized to the goal.

6. Weekly plan — the concrete cadence (X sourced, Y outreach, Z screens per week) and how you'll track it.

Quality Checks

• [ ] Starts from a clear candidate profile, including adjacent profiles to widen the pool
• [ ] Names specific places the talent actually concentrates — not just "LinkedIn"
• [ ] Channels are prioritised by likely yield for this role, with effort noted
• [ ] Pipeline is sized with funnel ratios + a worked example, not invented totals
• [ ] There's a concrete weekly activity plan tied to the hire target
• [ ] Selling points and objections are addressed; criteria stay job-related

Anti-Patterns

• [ ] Do not rely on a job post and inbound for a hard role — lead with proactive sourcing
• [ ] Do not define the profile so narrowly that no one qualifies — include adjacent talent
• [ ] Do not invent exact funnel numbers — use ratios and a worked example
• [ ] Do not list channels without prioritisation — say where to spend effort first
• [ ] Do not skip the weekly cadence — strategy without activity targets doesn't fill the role

Based On

Talent-sourcing strategy practice — profile-first sourcing, channel prioritisation by talent concentration, funnel/pipeline math, and a measurable weekly cadence.