daemon-blockint-tech 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
When NOT to Use
- 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)
Related skills
| 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 |
Core Workflows
1. Role intake and search strategy
- 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.
2. Sourcing execution
- 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.
3. Talent mapping and market research
- 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.
4. Outreach and engagement
- 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.
5. Pipeline hygiene and handoff
- 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.
When to load references
- Scope and boundaries →
references/talent_sourcer_scope.md - Intake and strategy →
references/role_intake_and_search_strategy.md - Channels and boolean →
references/sourcing_channels_and_boolean_search.md - Mapping and market →
references/talent_mapping_and_market_research.md - Outreach →
references/outreach_and_engagement_sequences.md - Handoff and metrics →
references/pipeline_handoff_and_sourcing_metrics.md