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Create a comprehensive sourcing strategy for a role - channels, communities, keywords, target companies
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Basado en la clasificación ocupacional SOC
This skill should be used when the user asks to "build a Boolean search", "create search strings", "write LinkedIn search", "X-Ray search", "Google dork for candidates", "source on GitHub", "Stack Overflow search", "search operators", "Boolean operators for recruiting", "platform-specific search syntax", or needs to construct candidate search queries for any sourcing platform.
This skill should be used when the user asks to write a candidate email, rejection message, schedule interview, status update, offer letter, interview confirmation, how to reject, welcome email, interview prep email, candidate update, between rounds email, onboarding email, feedback to candidate, or needs to communicate with candidates at any stage of the interview process.
This skill should be used when the user asks to evaluate candidates, compare candidates, debrief, hiring decision, candidate comparison, synthesize feedback, candidate ranking, who should we hire, summarize interviews, interview debrief, candidate assessment, score this transcript, metaview transcript, score this screen, score this interview, rate this candidate, transcript evaluation, interview scoring, or needs to aggregate interview feedback, score an interview transcript against a scorecard, facilitate hiring decisions, or compare candidates against each other.
Use proactively for craft personalized candidate outreach messages, design multi-touch sequences, and handle responses across all channels. Use proactively when the user asks to write outreach, draft a message, create an InMail, build an outreach sequence, write a follow-up, candidate email, outreach cadence, cold message, connection request message, breakup message, respond to a candidate, handle objections, personalize outreach, outreach templates, multi-channel sequence, nurture sequence, or needs help with any aspect of candidate engagement messaging across LinkedIn, email, GitHub, Twitter/X, Reddit, Discord, or Slack communities.
This skill should be used when the user asks about quality of hire, hiring survey, candidate experience survey, HM satisfaction, retrospective, what did we learn, silver medalist, onboarding checklist, pre-boarding, post-hire, process improvement, hiring quality, search retro, hiring metrics, candidate NPS, how was the process, lessons learned, or needs to measure, analyze, or improve hiring quality at any stage.
This skill should be used when the user asks to design interview process, interview stages, interview structure, assessment plan, interview flow, how many rounds, interview pipeline, what interviews to run, stage design, or needs to architect a multi-stage interview process for any role family or seniority level.
| name | sourcing-plan |
| description | Create a comprehensive sourcing strategy for a role - channels, communities, keywords, target companies |
Create a comprehensive, actionable sourcing plan for the specified role. The plan defines where to source, how to prioritize channels, which communities to target, and what the overall strategy should be.
Input: $ARGUMENTS - either a role name/description or a path to a JD file.
If $ARGUMENTS is a file path, read the JD. If it's a role name, ask clarifying questions:
Check .claude/talent-sourcing.local.md for company context, preferred channels, and existing templates.
A persona is required before building the sourcing plan. Check for roles/[role-name]/persona.md.
Rank channels by expected effectiveness for this specific role:
Direct sourcing channels:
Community channels:
Event channels:
Content channels:
Referral channels:
Using the talent-mapping skill, create a prioritized target company list:
For each prioritized channel:
Sequence weekly activities by company-fit tier, not just by channel. Target companies where candidates are most likely to join (based on company-size fit, push factors, and comp positioning) in week 1, then expand to lower-probability pools in later weeks. This front-loads conversion rate and generates early pipeline momentum. Channel diversity still matters, but within each week, prioritize outreach to high-fit companies before broad sweeps.
Week-by-week sourcing plan:
Generate a complete sourcing plan document and save it to the appropriate role directory. If a role directory doesn't exist, suggest creating one:
roles/[role-name]/sourcing-plan.md
# Sourcing Plan: [Role Title]
**Created:** [Date]
**Hiring Manager:** [If known]
**Target Start Date:** [If known]
**Priority:** [High/Medium/Low]
## Candidate Persona Summary
[Brief persona description]
## Channel Strategy
### Priority 1 (Start Immediately)
| Channel | Approach | Expected Yield | Time/Week |
|---------|----------|---------------|-----------|
### Priority 2 (Week 2+)
| Channel | Approach | Expected Yield | Time/Week |
|---------|----------|---------------|-----------|
### Priority 3 (If Needed)
| Channel | Approach | Expected Yield | Time/Week |
|---------|----------|---------------|-----------|
## Target Companies
[Concentric circle map]
## Search Strings
[Ready-to-use Boolean strings per platform]
## Weekly Plan
[Week-by-week activities]
## Success Metrics
- Target pipeline size: [number]
- Target response rate: [percentage]
- Target time-to-fill: [weeks]
## Risks & Mitigations
[Identified challenges and backup plans]