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Resume sourcing that fills your pipeline, not your inbox
Screened, formatted, genuinely interested candidate profiles delivered into your ATS on an agreed schedule — so your own recruiters spend their time interviewing and closing instead of searching.
Sourcing is the part of recruiting that scales worst
In most talent teams, the recruiters are good at assessment and closing, and are drowning in search. Sourcing eats the hours that should go into candidate experience, and the pipeline goes thin exactly when hiring demand goes up.
Our sourcing team takes that load. We build the search strings, work the boards, professional networks, our internal database and referral channels, make first contact, confirm interest, availability, work authorisation and compensation expectations, and format everything to your template.
What lands in your ATS is a set of profiles that a recruiter can act on immediately: consistent format, verified basics, a summary of fit against your requirement, and a note on how to approach the conversation.
- Your template, your ATS, your branding
- Interest and availability confirmed
- Work authorisation checked
- Compensation expectations captured
What each profile includes
Formatted resume
Reformatted to your template with consistent structure, so panels compare like with like.
Fit summary
A short written assessment against each stated requirement, including where the candidate does not match.
Availability and notice
Current status, notice period, earliest realistic start date and any competing processes.
Eligibility
Work authorisation, location, relocation willingness and any constraints on the role as specified.
Engagement models
Pick the model that matches how your internal team is set up.
| Model | How it works | Best for |
|---|---|---|
| Per profile | You pay for each screened profile delivered against an agreed specification and quality standard. | Teams with occasional volume spikes or a small number of hard roles. |
| Dedicated sourcer | A named sourcer works your requisitions full-time or part-time, inside your process and tools, reporting to your talent lead. | Talent teams with sustained hiring volume that need embedded capacity. |
| Project sourcing | A defined research project — a market map, a talent pool for a new site, or a diversity-focused pipeline — with agreed deliverables. | Workforce planning, new location launches and confidential searches. |
| Overnight support | Our Hyderabad team sources while your office is closed, so profiles are waiting when your recruiters log in. | US-based teams wanting a full extra working day in every cycle. |
How a sourcing engagement runs
Calibration
We take one live requisition, source against it, and review the first batch with your recruiter to align on what a qualified profile actually looks like for you.
Search strategy
Boolean strings, target company lists, adjacent titles and channels documented and agreed, so the approach is repeatable and reviewable.
Outreach and screening
First contact in your brand voice where you prefer, followed by a screening conversation covering interest, availability, authorisation and compensation.
Delivery on schedule
Profiles uploaded to your ATS with notes and tags, on the agreed cadence — daily, twice weekly or weekly.
Quality loop
Weekly review of submission-to-interview conversion. Search strategy is adjusted against the data rather than against opinion.
What we will not do
Sourcing quality collapses when volume becomes the only measure, so we set limits at the start.
- Send unscreened resumes to inflate a profile count
- Contact candidates without confirming genuine interest in your role
- Approach employees of companies you have placed off limits
- Present a candidate already active in your pipeline
- Misrepresent the role, the salary or the location to secure a response
- Share your requisition details with any other client
