The Candidate Sourcing Strategy to Find Top Talent

In today’s search for top talent, AI-generated messages don’t grab the attention of the right candidates for the right jobs. There’s enough spam to go around. 

Many used to treat sourcing as the first step before the “real” recruiting began.

In reality, sourcing is the lifeblood of the recruiting lifecycle.

And yet, most sourcing today is missing the mark...

Sourcing in 2025: 

We’ve all seen it: the recruiting space is cluttered. 

AI tools flood the market, and recruiters throw around the word “personalization” like a buzzword. For every thoughtful outreach a candidate receives, they get five more that feel like they were written by a robot.

Candidate Fatigue

Recruiters flood talented professionals, especially passive ones, with generic messages. Many now tune out even the most well-meaning recruiters. Reputation and discretion matter, most top candidates aren’t scanning job boards. They're focused on their work and only respond when something truly speaks to them.

The AI Illusion

Keyword-matching algorithms might be able to tell you if someone did M&A.

What if it’s not on their Linkedin profile? 

AI can’t tell you if they’ve navigated real complexity. They can’t measure how someone shows up, how they think, or whether they’re the leader a firm needs.

Our Method: Sourcing in a High-Tech World

We rely on people to find people.

That means our process is deeper, and more strategic than what’s typical. But it works, because we treat sourcing like an art form.

Here’s what that looks like:

We look beyond LinkedIn profiles.

We ask: When was their profile last updated? What’s changed in their career since then?

Evaluate full work history, not just recent titles.

We focus on what they did, what they left behind, and what mattered most to them.

Study the reputation and culture of past employers.

Big companies aren’t all the same. Small companies aren’t always flexible. Context matters

Learn about the candidate’s current company situation.

We don’t just ask, “Why do you want to leave?” We listen carefully and avoid assumptions.

Have honest conversations.

We help people understand what they really want nexteven if it’s not the role we called about.

A Process Built on Purpose

We start with an in-depth intake and think: “What would make this person thrive here?”

From there, every candidate interaction is intentional:

• Personalize outbound messages. Call out specifics from a candidate’s career. 

• Treat screenings like strategy sessions. Ask “Where do you want to go?” 

Sourcing in an AI World Still Requires a Human Heart

There’s no doubt AI will continue to reshape recruiting like every other industry, but it’ll never replace the power of a real conversation.

We can’t automate everything. Great sourcing means understanding people: What they’ve done, where they’re going, and how to meet them at the right moment with the right opportunity. It requires honest communication. 

We believe the future of sourcing relies on:

• Doing deep, detailed research 

• Building real, honest relationships 

• Focusing on long-term success, not quick wins