AmazingHiring

Who is tech sourcer.

A career in tech
sourcing
Tech Sourcing Course
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Anna Golubchenko
Lead Technical Recruiter @ Bolt

● Bolt - fastest growing EU company in

2019&2020 according to FT
150 in Q3 2017 - 1500 in Q2 2020
30+ Q3 2017 - 210+ in Q3 2020
● Relocation @ Relocateme.eu
● Hackathons winner and creator
● SOSU/Sourcecon speaker

anna.g@bolt.eu | LinkedIn Indeed WFH ☝

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Who is Tech Sourcer?

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What Google says?

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Maybe these guys?

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Or maybe it’s all about Extensions and tools?

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Let’s take a look at numbers

One in every 72 sourced candidates, on average, is hired, compared to one in
every 152 for applicants (source).

10 hires from sourcing = 10x72 = 720 reach-outs

10 hires from applicants = 10x152 = 1520 applicants

Can your brand, own employees referrals and agencies

bring such number of applicants?
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… and money
15-20% of yearly salary commission

Cost of 10 hires = 10 salaries + 2 “imagine” hires + usual expenses

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Sourcing is not ...

● Boring
● Stalking
● Done by robots and
extensions solemnly

… and is...

● Strategic
● Creative
● Collaborative
● Data-Driven
● Human:)
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Definition from Anna:

Tech/Talent Sourcers are responsible for talent mapping and

market research, partnering with hiring managers to define
sourcing strategy and building diverse pipelines of relevant
candidates for highly technical and specialized positions.
 Sourcer vs. Recruiter work split
Option 1 - Only passive candidate research, “Sourcing as a Service”

Sourcer Recruiter

Option 2 - No calls, inbetween

Sourcer Recruiter

Option 3 - Classic, big-Tech: Google, Facebook

Sourcer Recruiter

Talent
Offer
Mapping, Approach Screening Interviews
negotiation
Long listing
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Sourcers are not

Junior Recruiters!
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Recruiters are
Sourcers
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5 steps to be successful Tech Sourcer

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Step 1:
How to become all star Tech Sourcer?
Learn to talk the same language with Tech people, don’t be “keyword
recruiter”

● Crush course Computer Science basics of programming

● Masters of Scale podcast, learn about tech industry from first hands
● HackerRank report (2020) and StackOverflow Survey (2019) - market state
● Glossary Tech and its Chrome extension - ain’t wiki for tech one
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Step 2:
How to become all star Tech Sourcer?
Learn mechanics

● Boolean: simple operators, strings,

additional operators for Google search
● Platforms: LinkedIn, AmazingHiring,
Github, StackOverflow, etc
● Tools: contact search, email and
follow-up automatization
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Step 3:
How to become all star Tech Sourcer?
Choose your role

Level 1: direct “title-based” roles - Android, iOS,

QA

Level 2: front-end - different frameworks & titles

Level 3: one technology roles - Java, C#, PHP and

their ecosystems

Level 4: Engineering Managers, Data Science,

Solution Architects

Level 5: Executives, Senior Engineering

Leadership
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Step 4:
How to become all star Tech Sourcer?
Your first sex reach out:

● Company and role info - every word should have a meaning

● Personalisation - it’s 2020, you should do it:)
● Technologies and offer - made it about candidate, not about what you want
● Follow-ups and subjects
● TEST on real people before sending - polish every dot
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Step 5:
How to become all star Tech Sourcer?
Learn to measure and improve metrics

● Number of reach-outs - reverse

engineering
● Reply rate
● Pass rate of the first
interview/test/screening call
● Source of offers
● Collect, store data and work with your
ATS
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Challenges:
Step 1: technologies are changing everyday, keep up, but
remember some basic things here for long

Step 2: explore more tools, but not chase all of them at the
same time. Find your weapon of choice, utilise it fully

Step 3: we don’t have much a choice of roles IRL:( but we

have choice of strategy how to approach them

Step 4: it’s ok to get back to your reach-outs and think “wtf I

was writing” this is how we find our unique style

Step 5: Data don’t lie, it (and only it) will help you to partner
and influence Hiring Managers and Recruiters
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What if
My talent pool is tiny… and everyone is contacted

Make it about timing and follow-ups

I was tasked to look for “unicorn”

Show your research to HM - talent available, try to define “must have-s”

Volumes are to high

Reverse-engineer sourcing amounts, set up targets you can actually do

There is nothing to offer in my company

Be honest - all as it is: technologies, team, product, it’s already an offer

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One technology
specialization
vs. many
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What is next?
● Demonstrate sourcing solutions as
“framework”
● You know your own metrics/results
and how they being applied
● Ability to build meaningful
relationships with HM, Recruiters
and partners
● Market knowledge and insights
● Agility in processes and tools
● Resilience and ownership
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Career path - GitLab example

Sourcer (Intermediate)

Key attributes: global diverse tech/sales sourcing,

LinkedIn+, relationships with HM and Recruiters,
ATS, talent mapping

Senior Sourcer

Key attributes: Sourcer (Intermediate) + mentorship,

data and evaluation for tools and processes,
senior/exec roles

Sourcing Manager

Key attributes: leadership experience, data and

sourcing strategy, focus efficiency and scalability, all
levels roles
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… and don’t forget to have a bit of fun - Sourcing Games and AH
Online Hackathons
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Thank You and stay safe