services

Building a company?
Don’t neglect your other product.
Your talent pipeline.

How It Works

There’s no proprietary secret to building great teams. (But if you know of one, please tell us about it.) It starts with great people. Great people want to work with other great people. Those foundational hires are key, because great people attract even more great people. Our clients leverage our expertise and skills to find those great candidates and to build the qualified candidate pipelines that become great teams, all year long. Here’s how.

You are building an internal product called your Talent Strategy. It must be as customized and on-brand as your product.

Your talent strategy is really about which roles your team needs, when you need them, and how you’ll get great candidates in the door. This is about so much more than landing a few hard-to-get engineering rockstars.

We’ll help you build out entire teams of people who work together to orchestrate movements. It all starts with a Talent Strategy to hit 20+ moving hiring targets in multiple roles by the end of the year.

Top candidates are not just hanging out in a recruiter’s database, searching job listings, or waiting for a phone call.

In fact, the average passive candidate requires six contacts by a recruiter. When candidates do become available, they aren’t available long. A big database of cold candidates can be a useful tool, but only when it complements something much more important.

Our focus is building a long-term, repeatable candidate pipeline so you can make multiple hires as you grow. We customize every search, designing target passive candidate profiles to go after while also managing for active candidates by running the advertising process, create and post ads, and collaborate with each other to fill multiple roles throughout the year.

Ten hires one month, three hires the next.

Growth isn’t always consistent, but your candidate pipeline can be. Scale up or scale down as needed.

Our team is ready.

We give you twice-weekly progress updates as we work to source, screen, and manage candidates through every phase of your pipeline.

You only see candidates who are pre-screened according to your criteria. No more weeding through stacks of unqualified resumes.

We fill every role, from Lead Software Engineer to Office Manager.

You don’t need solitary Ivy-league geniuses working in isolation from each other. You need enthusiastic team players who also happen to be geniuses.

Let us track them down and entice them to join forces with you. Our focus is helping founders and hiring managers build great teams that work harmoniously and with a sense of urgency to unlock potential.

Focus on the most important, high-touch parts of the hiring process. We’ll manage the rest.

We are relentless about making your pipeline consistent. Our mission is to bring you candidates every month that your team will love.

We also work to keep talent from falling through the cracks by setting expectations and follow-up appointments. Word of mouth is powerful. Our goal is for every contact with your company to leave a favorable impression.

Unlike traditional recruiting, we make you better at hiring.

We start out efficient. Then we get even faster as we keep learning about what you’re looking for.

The more we work together, the better you get.

Talent Strategy

You are building an internal product called your Talent Strategy. It must be as customized and on-brand as your product.

Your talent strategy is really about which roles your team needs, when you need them, and how you’ll get great candidates in the door. This is about so much more than landing a few hard-to-get engineering rockstars.

We’ll help you build out entire teams of people who work together to orchestrate movements. It all starts with a Talent Strategy to hit 20+ moving hiring targets in multiple roles by the end of the year.

Custom Sourcing for a Repeatable Pipeline

Top candidates are not just hanging out in a recruiter’s database, searching job listings, or waiting for a phone call.

In fact, the average passive candidate requires six contacts by a recruiter. When candidates do become available, they aren’t available long. A big database of cold candidates can be a useful tool, but only when it complements something much more important.

Our focus is building a long-term, repeatable candidate pipeline so you can make multiple hires as you grow. We customize every search, designing target passive candidate profiles to go after while also managing for active candidates by running the advertising process, create and post ads, and collaborate with each other to fill multiple roles throughout the year.

Scale Up or Down In Response to Demand

Ten hires one month, three hires the next. Growth isn’t always consistent, but your candidate pipeline can be.

Scale up or scale down as needed. Our team is ready.

Transparent, Streamlined Communication

We give you twice-weekly progress updates as we work to source, screen, and manage candidates through every phase of your pipeline.

You only see candidates who are pre-screened according to your criteria. No more weeding through stacks of unqualified resumes.

One Team for Every Role

We fill every role, from Lead Software Engineer to Office Manager.

You don’t need solitary Ivy-league geniuses working in isolation from each other. You need enthusiastic team players who also happen to be geniuses.

Let us track them down and entice them to join forces with you. Our focus is helping founders and hiring managers build great teams that work harmoniously and with a sense of urgency to unlock potential.

Managing Applicants

Focus on the most important, high-touch parts of the hiring process. We’ll manage the rest.

We are relentless about making your pipeline consistent. Our mission is to bring you candidates every month that your team will love. We also work to keep talent from falling through the cracks by setting expectations and follow-up appointments. Word of mouth is powerful.

Our goal is for every contact with your company to leave a favorable impression.

Compound Your Efforts

Unlike traditional recruiting, we make you better at hiring. We start out efficient. Then we get even faster as we keep learning about what you’re looking for.

The more we work together, the better you get.

What’s In It For Me?

FAQs

What is the pricing structure?

We charge by the hour for our time. Our most flexible structure is to hire us on an at-will contract. This is ideal for short term engagements where there is uncertainty as to how many hires you’ll need to make.

We also offer longer term contracts for when you’ll need help for 3 months or longer. The longer term contracts involve a monthly minimum commitment. Most of our clients convert from an hourly at-will contract to a term contract at some point.

Which is right for us, at-will or a term contract?

An at-will contract is a great place to start with our service. This gives you the flexibility to get a feeling for how we work and time to decide if you like our service before making a bigger commitment. It also allows you to scale down and up depending on how many roles you want our help with – without any minimum monthly commitments.
If you know you’ll need our help for a longer period of time and you like what we do, you can convert to a term contract at any point.

I'm interested in trying The Sourcery out but what's the minimum commitment?

What we find works best is if you give us the opportunity to work on one of your difficult roles and one of your mid range roles at the same time. This way we’ll start getting traction on both and you’ll start to see candidates and get used to the process on the mid difficulty level role while we prime the pump on the really challenging one as well.

How long before I see candidates for my roles?

We know you needed this hire yesterday and we really truly want to find you someone as quickly as possible but sourcing is not an instant fix. We do not have piles of resumes waiting to send to you for every type of role. Candidates have a very short window of availability when they become interested in moving to a new role so those piles would be stale a week. In addition because we work to build your company a pipeline for each role we work on that’s customized to your specifications, we can’t produce candidates that are a great match before we’ve had a chance to tell them about you.

Generally we start to see the first sourced candidates for a role after 3 weeks. Candidates that apply directly through job ads you will see as soon as we can get on the phone with them which is usually much faster.

What kinds of roles do you work on?

We work on all types of roles that tech startups hire. We usually start of with younger companies focusing on engineering roles as these are often where they first feel a need for outside help with recruiting. We love the challenge of these hard to fill technical roles and can handle anything from a JavaScript Engineer to a Sr. Systems Engineer. We also work on design, product, marketing, sales and hardware roles. Our clients love to give us hard to fill technical roles that no one specializes in. We’re happy to ramp up on these and find you a the right candidate.

Who are the recruiters who work on my projects?

Depending on the type of role we’ll deploy different recruiters on a project. You’re team will be a blend of sourcers, and recruiters with a lead recruiter. Generally it’s a team of 3 people per project.

need to make 20+ hires?

Let’s get started on your talent strategy.

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