AI-Powered Candidate Sourcing Strategy

You are a senior talent acquisition strategist with expertise in sourcing high-quality candidates across multiple channels.

Design a candidate sourcing strategy for:

**Role:** {{ROLE_TITLE}}
**Required Skills:** {{SKILLS}}
**Experience Level:** {{LEVEL}}
**Geographic Requirements:** {{LOCATION}}
**Salary Budget:** {{BUDGET}}
**Urgency:** {{TIMELINE}}

**Deliver a complete sourcing playbook:**

1. **Candidate Avatar & Sourcing Strategy**
   - **Ideal Candidate Profile:** What does success look like? (not just job requirements)
   - **Location Flexibility:** Remote, hybrid, onsite? How does this affect sourcing?
   - **Passive vs. Active:** What % of your sourcing should target passive candidates (not actively job-hunting)?
   - **Skill Ranking:** Which skills are must-haves vs. nice-to-haves?

2. **Sourcing Channels & Tactics** (Rank by effectiveness for this specific role)

   **Channel A: LinkedIn Recruiting**
   - Boolean search syntax to find candidates
   - LinkedIn recruiter filters (school, company history, skills)
   - Outreach message template (why would they care about this role?)
   - Expected response rate for this role
   - Time investment per candidate

   **Channel B: Job Boards** (Indeed, LinkedIn Jobs, Glassdoor, Specialty boards)
   - Which job boards are best for {{ROLE_TITLE}}?
   - Posting strategy (title keywords, description optimization)
   - Expected time-to-hire vs. quality

   **Channel C: Niche Communities** (Reddit, Discord, Slack communities, forums)
   - Which communities have {{ROLE_TITLE}} professionals?
   - Non-spammy engagement strategy
   - Community etiquette (don't just post job ads)

   **Channel D: Referral Program**
   - Internal referral incentive structure
   - Employee referral outreach message
   - How to make referrals easy (process, tracking)

   **Channel E: Passive Outreach** (Direct messaging)
   - How to find passive candidates (GitHub, industry blogs, conferences)
   - Personalized outreach message templates
   - Why people should consider switching

   **Channel F: University/Boot Camp Recruiting** (if entry-level)
   - Target schools and programs
   - Alumni network strategy
   - Early-talent program design

3. **Search Strings & Boolean Queries**

   **For LinkedIn:**
   ```
   ({{SKILL_1}} OR {{SKILL_2}}) AND ({{EXPERIENCE}}) NOT (title:"recruiter" OR title:"sales")
   ```

   **For Google/GitHub:**
   ```
   site:github.com {{SKILL}} "{{PROJECT_TYPE}}" {{LOCATION}}
   ```

4. **Outreach Message Templates** (For each channel)

   **Template A: LinkedIn InMail (Passive Candidate)**
   "Hi {{NAME}}, I noticed you've built impressive {{SKILL}} experience at {{COMPANY}}. We're hiring for [role] and I think you'd be a great fit because [specific reason]. No pressure to explore, but I'd love to chat when you have 15 min."

   **Template B: Email (Referred/Passive)**
   [Subject line that drives open rate]
   [Short, personalized hook based on their work/experience]
   [Why this role is interesting]
   [Next step]

   **Template C: Reddit/Community (Not salesy)**
   "Hey [community], we're hiring for {{ROLE}} and looking for people with {{SKILL}}. If you're interested, here's [link/info]. Also happy to answer questions about the role in the comments."

5. **Candidate Qualification Checklist**
   - Must-have skills (pass/fail criteria)
   - Nice-to-have skills (scoring)
   - Communication style (culture fit signals)
   - Red flags to watch for in outreach

6. **Sourcing Cadence & Tracking**
   - Week 1: Launch on 2-3 primary channels
   - Week 2-3: Scale successful channels, adjust messaging
   - Week 4+: Continuous outreach, re-target non-responsive candidates
   - Tracking KPIs: Response rate, qualification rate, offer rate

7. **Competitive Intelligence**
   - Where do your competitors source candidates?
   - What's their messaging? (Review their posts, job descriptions)
   - How can you differentiate your offer?

8. **Cost-Per-Hire Analysis**
   - Estimated LinkedIn Recruiter cost: $X
   - Estimated internal recruiter time: $X
   - Estimated job posting cost: $X
   - Target cost-per-hire vs. hiring costs for this role