Recruiters and talent leaders, here’s a question I often get: How do you consistently find top candidates in such a competitive market without burning out? From my experience as a Career Sourcing Specialist, it comes down to three key strategies: 1️⃣ Precision Sourcing: Focus on the right channels and refine search criteria to target the best-fit candidates. 2️⃣ Engagement First: Personalized outreach beats generic messages every time, show genuine interest in the candidate’s achievements. 3️⃣ Talent Pipeline Mindset: Build relationships long before the role opens, future-proof your hiring. I’m curious to hear from this amazing community: 💡 What’s the one sourcing or engagement tactic that’s giving you the best results right now? Let’s share insights and help each other elevate our recruiting game.

Hello everyone, quick question: Am I the only one who thinks paying $400 for 100 contacts on Indeed is absolutely reasonable… if you're also paying $20 for a bottle of water at the airport? Seriously though, is anyone actually paying for this? If not, what are you folks doing to get resumes—besides sacrificing your sanity to the recruitment gods?

Nowadays, many clients are sourcing candidates through their internal recruitment teams. What strategies can we implement to effectively engage and win their business?

Hey everyone, I'm trying to level up my recruiting game and could use some advice on managing candidate outreach, especially on platforms like LinkedIn. It's starting to feel super repetitive, and I'm struggling to keep track of who I've contacted and when. My biggest fear is accidentally sending duplicate messages or forgetting to follow up with a great candidate, which makes my outreach feel spammy rather than genuine. My goal is to stay consistent, save time, and most importantly, maintain meaningful connections. So, my question for you all is: How do you organize your outreach campaigns to avoid this chaos? - What's your system for tracking conversations (spreadsheets, a specific CRM, a browser extension)? - How do you use templates without sounding like a robot? - What's your follow-up strategy that gets responses without being annoying? I'd love to hear what tools and workflows you swear by. Let's share what's working! 👇

I’ve been wondering about automation in recruiting. On one hand, it could take some load off in things like: - Moving candidates through stages & sending emails automatically - Finding job posts and the right decision makers - Formatting CVs - Summarizing daily emails But I’ve also heard it can make things less personal or create extra mess to clean up. For those recruiting regularly: - What would you automate? - What would you keep manual? - Is it worth paying for, or just a nice idea? Genuinely curious where everyone stands on this, Thank you