sourcing-strategy-generator

name	sourcing-strategy-generator
description	Generates multi-step sourcing strategies with Boolean search strings, Google X-ray searches, community suggestions, and a full channel checklist. Starts narrow and expands progressively. Use when the user asks "where do I find candidates", "generate search strings", "sourcing strategy", or "how do I get more candidates".

Sourcing Strategy Generator

Quick Start

Share your ICP or job description, and this skill will generate a phased search strategy plus a full sourcing channel checklist.

Before You Begin

1. Check my-examples/ for past search strings and community lists that worked. Incorporate proven strategies.
2. Check resources/ for PDF guides or mind maps on sourcing strategy. Reference insights.
3. Check ../playbooks/ for a matching role playbook. If found, lead with proven channels and flag ones that didn't work: "Your playbook shows [channel] had [X]% response rate for this role — prioritizing that."

Part A: Multi-Step Search Strategy

Generate a phased search plan. Each step broadens the search progressively.

Step 1 — Exact Match

Tight Boolean strings using must-have criteria only. Targets candidates who match the ICP closely.

For each platform, provide copy-paste strings:

• LinkedIn (free search)
• LinkedIn Recruiter (with Recruiter-specific syntax)
• Google X-ray: site:linkedin.com/in/ "keyword" "keyword"
• GitHub (if technical role)
• X/Twitter bio search (if relevant)

Step 2 — Broaden Titles

Same core skills but add title variations and synonyms. Many people do the same job under different titles.

Step 3 — Adjacent Roles

People doing the job under different titles or in adjacent functions. Think creatively — who has the skills even if their title doesn't match?

Step 4 — Skill-Based Search

Drop titles entirely. Search by skill combinations and project signals. Look for evidence of the work, not the title.

Step 5 — Passive/Creative Sourcing

• Conference speakers in relevant events
• Blog authors and newsletter writers
• Open-source maintainers and contributors
• Community leaders in relevant spaces
• Podcast guests discussing relevant topics

Guidance for the recruiter:

Start with Step 1. If you get fewer than 20 results, move to Step 2. Keep expanding until you have enough candidates to work with. Quality matters more than quantity — 30 well-matched candidates beat 300 random ones.

Part B: Full Sourcing Channel Checklist

Generate a comprehensive action plan covering ALL channels. For each channel, provide specific action items and checklist questions.

1. Internal Sources (ATS / Talent Pool)

• Searched ATS for matching candidates?
• Found at least 10-20 suitable candidates?
• Messaged or called those candidates?
• Are they interested? If not, why?
• Submitted any suitable candidates?

2. External Sourcing Tools

• Is someone actively sourcing for this position?
• On which platforms? (LinkedIn, GitHub, Google, Xing)
• Is the Boolean strategy effective? (Getting relevant results?)
• Are contacts being pre-screened before outreach?
• Is feedback flowing back so the sourcer can refine the search?
• How many contacts on the sourcing sheet?

3. LinkedIn Direct Sourcing

• Found at least 30-50 prospective candidates?
• Messaged at least 20-30 prospects?
• Follow-up cadence set for non-responders?

4. Talent Databases

• Indeed — do you have access? Sourcing resumes?
• Naukri (if relevant market) — access?
• Other databases relevant to this role?

5. Bounty Hunters / Associates

• Shared the opening with bounty programs?
• Do associates know what the ideal candidate looks like?
• Providing feedback on submitted candidates?
• How many suitable candidates received?

6. Referrals

• Identified 20-30 people to ask for referrals?
  • From talent pool / ATS
  • From LinkedIn 1st connections
  • Connect with similar professionals (2nd connections) and ask

7. Job Boards

• ATS integrations: Cross-posted through ATS?
• LinkedIn: Free post published? Paid boost budget?
• Talent.com: Featured listing?
• Local job boards: Posted? (Free and paid — which ones?)
• International boards: Posted? (Which ones?)
• Receiving suitable candidates from any board?

8. Social Media — Organic

• LinkedIn company page: Posted with relevant hashtags?
• LinkedIn personal profile: Posted on your profile?
• Colleague shares: Prepared a message for colleagues to share?
• Facebook company page: Posted?
• Facebook personal: Posted?

9. Social Media — Paid Ads

• Meta (FB/IG): Launched paid ads? Receiving leads?
• LinkedIn ads: Launched? Receiving leads?
• At least one lead interviewed and submitted?

10. Groups

• Facebook groups: Posted in relevant groups? (Which ones?)
• LinkedIn groups: Posted? (Which ones?)
• Posts compelling enough to attract responses?
• Receiving suitable candidates?

11. Messaging Channels

• Telegram: Posted in relevant channels? (Which ones?)
• Slack communities: Posted in relevant workspaces? (Which ones?)
• Receiving suitable candidates?

Output Format

All Boolean strings and X-ray searches must be in fenced code blocks (copy-paste ready). The channel checklist should be in checkbox format so the recruiter can track progress.

Adapt all suggestions based on the specific role type and target locations. If the playbook has data on channel effectiveness, surface it prominently.