SourcingOS VSL

Sourcing OS is a done for you candidate sourcing engine that gets you passive talent for your top four evergreen positions.

So you always have most placeable candidates and you always have at least 10 to 15 active candidates ready to go.

So once you get the job you don't really have a supply problem.

Right.

Because that's usually the most common issue.

I see you get jobs, don't have candidates.

You get candidates, don't have jobs.

Right.

What's the goal with this one?

Is to get at least 30 to 50 qualified candidate conversations per month.

People that are open to jobs and that are right.

Fits for your four roles.

Four of the topmost roles.

Let's say if you are a finance recruiter, right.

It would be a finance, manager, finance controller, financial analyst, maybe even a cfo.

Right.

We will set up these four buckets and launch outbound for each one with personalized C signal triggered outreach.

Which means hey, we saw you've been in this position for three years now.

Are you looking for a move?

Right.

We saw you are working from this office in London.

Are you looking for something hybrid?

also 24,7 signal monitoring.

So if somebody out of these signals gets triggered, they will get added into your outreach.

Why?

Sourcing doesn't scale.

Usually one of the most common issues I see with recruiters caps at your manual capacity, your dialing, you have a recruiter flow, loxo atlas wherever you're storing your candidates.

But that's it.

You're not constantly building that data set.

There is no engine running that fuels that gold mine of candidates data set that you should have.

Right.

Passive candidates ignore templates.

So if you are just sending in mails and you're saying hey, we have an open job, you seem like a good fit, would you be open to this doesn't really work.

You have to have a human element to it.

How we set this up is it always goes from either the CEO of the recruitment agency or if you have recruiters, it goes out from their profiles.

It tries to kind of.

we have one guy who does this in legal.

and his angle is that for partners, he reaches out to partners and he says just like football players have agents, I can be your career agent.

you know that's what I do for legal partners and legal solicitors.

So that works really well because they just say hey, not now, but I will let you know when I want to move.

Which is what you're looking for.

And lastly, candidate data is scattered everywhere.

Right.

It may be sitting in websites LinkedIn job boards you're getting.

Some people use indeed.

Some use Glassdoor, Some just use LinkedIn.

Some may be using things like signal hire.

and then everyone, when I ask them how many candidates you have in your database, they say 30K, 20K, 50K.

Okay, how many are good fits?

I don't really know.

Right.

They would say maybe 60% are good, maybe 80% are good.

So this also includes making sure your database is always enriched and connected with this passive outreach.

Now how does it work?

So it goes from open role to candidates booking calls.

Step one is we map your ideal candidate profile.

So how many people are there?

Let's say there's for example, I'll show you an example where we did it for a prospect recently.

So he does sales and GTM in San Francisco.

His market has 6,317 candidates as of yesterday.

And this number may go up or down, but we will always track how many are there.

Right.

If we, and we usually do three month pilot, for this as well, for for all our engines, for outbound OS, for sourcing OS and content OS for the three month pilot, we can easily reach out to 2,000 people per month.

Right.

and then whenever we map this data and if you book in a call with us, or you want to explore this more, I will give you this market map for absolutely free.

You can see here, this guy does sales in gtm, right?

VP of sales, head of sales, strategic account manager.

What's the signal?

Signal is this guy has been three years in the row, this guy's been four years.

This is a strategic person.

One year.

And I think we can even do for another client, we do better signals.

I'll probably try to show you guys that one as well.

But we can go and check out any of these profiles.

And this is the same thing that will happen when we build the data set for you.

now also, what do we do with these candidates?

I can also give you a snippet of which companies can you place them into.

So maybe run MPC campaigns using this data.

This company has three open roles, six open roles, and all are relevant open roles.

So gives you kind of a picture of how many candidates are there and which companies can you place them into.

So step one, we map the whole market.

Step two, we scrape all, the possible companies that these people work at.

if, let's say you do legal, we may go and scrape a public database of all law firms as well and find the lawyers from there.

Right.

So we scrape all the people, all the companies, multi source enrichment.

We don't just use LinkedIn, we don't just use tools like Apollo, we right now use apify, pin.com, apollo and then we also use Clay, and I'm layering Claude on top of it as well as a research tool these days.

Claude, we use almost for everything signal detection.

So score candidates by signals, right?

Are they open to a move?

Have they been promoted recently?

is company doing layoffs?

Is company doing I don't know, expanding into a new geography so we can find things like that.

Personalized copywriting, multi channel outreach.

So as of now we do lem list and LinkedIn and for most clients we're using sorry, we do email and LinkedIn and for most of our clients we're using a tool called lemlist.

But in some cases we're doing a combination of Instantly and heyreach as well.

And then lastly we integrate all the replies and all the positive responses with your ADS system.

So if you use recruiter flow and you have these four job pipelines in there, every single positive response will get added in there and enriched with their personal email.

That's our goal.

So the output is a constant supply of most placeable candidates ready to have value based conversations with you, ready to partner with you to be their career agent.

12 week journey.

We do, like I said, a three month pilot where from week one where we do discovery and definition of your whole market to building TAM is the total addressable market.

Building the infrastructure, setting up the mailboxes, pimping up your LinkedIn make, make you look good online and then going into writing sequence says based on different signals.

Right.

We don't just write copy which looks like a template.

We always make sure there's one or two AI snippets so it aligns with possibly what they're looking for in their career.

We try to kind of make a guess and then ask a question at the end.

Launch by week four, second month is refining and optimizing, testing also other signals and then fourth, sorry, third month is where we scale to four pipelines.

So first we roll, we launched the first row by the third week, then the second row and, and then two more roles altogether and then finally by 90th day this is running in a way on autopilot, but it's completely done for you and our team manages it for you.

You get a dedicated Slack channel.

So the five deliverables are one, you map the market, this running for four roles you get multi channel setup, copywriting setup integrated with the ads which you also get a dedicated Slack channel with our team you get a GTM engineer assigned for you who has more than five years of experience.

We have two people right now managing our accounts.

Both, both have worked in recruiting for more than five years and we've seen this evolve from sending all these inmails manually to all these automation tools to blasting out emails to now those emails not working and now only doing intent based outbound.

Right?

That is what you get with this.

And you can go from spending four hours a day sourcing manually to missing passive talent, to stitching data from five platforms and not knowing how many out of your X,000 ads candidates are good fits to you having candidates coming in passively to them, responding to your copywriting, the system that discovers new candidates daily and also updates within your system.

So the enrichment is also a big part of this.

Your system sources and you close.

It's just a constant supply of good candidates at all times.

I would not over promise with this and that is why we put like a goal of 30 to 50 candidate conversations.

And if we run again the client side one, it's a different goal that we set up.

So.

So yeah, that sourcing os.

If you feel like you have open roles right now and there's money on the table to be made, but you don't have the right candidates, let us know and we'd make sure at least you have three, four good fits for every single role that is open.