The proposition
Our team of remote sourcing experts works globally as a specialized extension of your internal team. This service is offered on a subscription basis.
Key takeaways from the proposition:
We specialize in sourcing and will find you the best (tech) talent the world has to offer Eliminate agency spend, reduce your cost per hire and optimize your resource allocation Receive qualified candidates on a continuous basis and hire in the most efficient way
Clients: Mollie, Booking.com, Flexport, Stripe, Revolut
Our ways of cooperation
1. Longlisting
In this model we provide a list of relevant candidates for our clients without outreaching. We set daily, weekly and monthly goals on the number of relevant candidates that we need to find given the role(s) we are working on.
Next to providing qualified candidates we can provide relevant market insights like:
Size of the talent pool given specific requirements (e.g. skills, years of exp., location etc.)
When we work in this model, we always use a Google Spreadsheet similar to the to track our performance over time. It is important to share this spreadsheet at the beginning of our cooperation, set realistic goals for the number of submits and ask the client to keep track on the quality of the submits. Make sure to create a new sheet for each role to keep track per role. Pro Tip
Manage a client’s expectation that overtime the number of submits will decrease based on the size of the talent pool.
2. Shortlisting
When we work in a shortlisting model we always work with one dedicated sourcer + one dedicated recruiter / account manager.
Responsibility of the sourcer
The sourcer is responsible for the following:
Conduct intake call with recruiter Completely understand the role(s) and calibrate with the recruiter on a continuous basis Create a sourcing strategy Create an estimated recruitment funnel with the recruiter Source and outreach to relevant candidates that are in line with the expectations of the client Conduct market research (e.g. salary levels, competitiveness role, size of the talent pool, overview of competitors) Continuously analyze conversions and strive for improvement by adjusting the sourcing and outreach strategy Constantly calibrate with the recruiter to make sure to find the right candidates and provide relevant market insights to the recruiter Pro actively update client with tech recruiter on daily, weekly and monthly work both from direct feedback from candidates as well as overall data Build relationship with the client Update Loxo and/or clients ATS Update Coda / One Drive with all relevant documents
Most important KPI’s sourcer
Weekly submitted candidates to the client Number of outreached candidates Number of hires at the client
👉 When you don’t know or understand something. Immediately ask. Nobody knows all the different technologies that are out there. When a candidate is rejected get on the phone with the recruiter to understand why.
Responsibility of the Recruiter
The recruiter is responsible for the following:
Overall satisfaction of the client All communication with the client Intake call with dedicated sourcer with the client Completely understand the role(s), projects and clients service and calibrate with the sourcer and client on a continuous basis Manage candidates throughout the hiring process at the client Create an optimal candidate experience Meet and manage the expectations of the client Update MT on status and progress client Update client on vacations, sick days and/or change in resource allocation Give direct feedback on quality of sourced candidates to recruiter Present daily, weekly and monthly reports to client Update Loxo and/or clients ATS Update Coda / One Drive with all relevant documents Build strong personal relationship with the client
Most important KPI’s recruiter
Meet expectations in number of sourced, submitted and hired candidates
👉 When a candidate is rejected immediately call your client to understand why and calibrate on the role when necessary
3. Sourcing sprints
When we work on a single role we work in two week sprints and work on an hourly rate. In this model the sourcer is responsible for direct client communication. If we work in a sourcing sprint we offer the following:
We create a sourcing and outreach strategy based on the intake call with the hiring manager We commit to the number of outreached candidates (between 100 - 200, depending on the role) We commit to a >25% reply rate, this is both interested and not interested We work in 2 week sprints. Every candidate that is interested we send directly to our client including the communication we had with a candidate for the client to interview We are fully transparent about our work and keep track of our hours worked for the client We give a final presentation of our work at the end of the two week sprint
In this you can see how we work in this particular model This is the we use in the model. Create a copy of this and add the right client logo. 👉 Credits for Mike “Batman” Cohen for developing this file and way of working!
Our step by step checklist how we start our cooperation
Interested to work with us?
👉 Interested to see how we work with our clients? Why don’t you try our service out yourself :). You can fill in our or contact our Co-Founder and CEO, on adriaan@matchr.io. 
Sourcing as a Service
