The purpose of sourcing is to generate a large list of qualified potential candidates. From this list, Recruiting will solicit interest, and we hope to increase the number of qualified candidates in our pipeline.
The Recruiter/Recruiting Manager/Hiring Leader can request sourcing support for a particular role. If so, they will reach out to the Sourcing Manager and the Sourcer aligned to the team/location of the vacancy to request sourcing. Please refer to the Recruiting Alingmnent page for further details.
Even if a role doesn't require continious sourcing effort our goal is to ensure that we look for external candidates and leverage our sourcing effort for all the roles we’re hiring for.
As a common practice, Recruiter will schedule an intake call and invite their Sourcing partner. Sourcer should come prepared for the intake session with insights and required questions to serve as a talent advisor. For example:
During the intake session all the participants should agree on the sourcing priority and define whether a role requires continious sourcing effort. If a role doesn't require constant sourcing support, Sourcer will schedule a Sourcing Session to make sure that we consider outbound talent for every opening at GitLab.
To stay up to date, Sourcer should have regular check-ins with the Recruiter and Hiring Manger.
Once a new role is opened, Sourcer and Recruiter assigned to the role will discuss during the Intake with the Hiring Manager who should participate in the Sourcing session.
Our recommendation is to have at least the HM and Interviewers participating in a Sourcing Session but if the team is too busy and can’t contribute to the sourcing effort, a Sourcing Session should be handled only by Sourcer or by Sourcer and Recruiter with the majority of prospects expected from Sourcer.
A Sourcing Session should be scheduled within 5 business days after the intake call. For the “ever-green” and “volume” roles we recommend having regular Sourcing Sessions every month.
All Sourcing sessions should be set up for 30 minutes by default and could be done live or in an async way.
We don’t require a specific number of profiles to be added by every participant; however, Sourcer should come up with at least 20 qualified profiles for the role. Sourcer will reach out to all the candidates that are added during the Sourcing Session within 2 business days and add their profiles to Greenhouse.
Sourcer assigned to the role is responsible for all the further updates and status changes in Greenhouse.
Sourcer uses multiple tools to source candidates with LinkedIn being the most used and efficient. Ensure you have a LinkedIn Recruiter account and your ContactOut (email finder plugin) is installed.
For additional details/information refer to our Sourcing Handbook page.
Sourcers are responsible for reaching out to candidates. They can use our reach out templates or create their own messaging for reaching out to candidates.
Greenhouse is the only source of truth. Ensure your LinkedIn account is connected to Greenhouse to export candidates in one click as prospects (Enable LinkedIn Recruiter System Connect (RSC)).
All approached candidates should be added in Greenhouse as a prospect. There are multiple ways to add the candidates, as follows:
As per the interview process, schedule the candidates for next steps (leave a note in Greenhouse to recruiter and CES team member with an update). For Example:- Schedule a screening call with a candidate through Greenhouse or using recruiters’s calendly link.
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For more information about Greenhouse and it’s tips & tricks, please refer to this document