The speed with which we can grow our team is dependent on the rate at which we get qualified applicants. If we have capacity to interview more applicants than we are receiving organically, we may resort to active sourcing in an attempt to close the gap.
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.
Sourcing and making referrals are similar activities, because they both involve recommending people to join the company. They differ in familiarity and confidence, however:
Because of this difference, sourcing is usually not a very detailed activity, and it is common for a person to source dozens of candidates in a brief session where they may rarely if ever make a referral. This also means that referral bonuses and other incentive programs for referrals do not apply to sourced candidates.
Sourced - a candidate who is IQA'd (Interested, Qualifed, Available). This candidate has shown interest and is scheduled to speak with someone (Recruiter/Hiring Manager) at GitLab.
Prospect - a candidate that looks good based on the information we have available (LinkedIn, GitHub, Blogs, Conference Talks, etc…). The candidate has been reached out to but we do not have any response or anything scheduled with them. These should be marked as prospects when added to Greenhouse.
Sourcing candidates doesn’t mean that you should know these people in person. For anyone that you do not have a personal relationship with, simply add them as a Prospect to Greenhouse. To do this you should go to Greenhouse, click on Add a candidate and then switch to the Prospect tab. This means that these people won’t be counted as your referrals. Once a candidate expresses their interest in our openings, you can convert a Prospect to a Candidate status in Greenhouse. If you have anyone that you know or are familiar with that you think would be a good candidate, please make sure to submit them to Greenhouse as a referral (you can ask a Recruiter for a link).
The most efficient way to source candidates for any position is to search through a professional network, such as LinkedIn, AngelList, etc. for people who match the skillset and job history that you are looking for. For some positions, other networks may prove useful as well - for example, someone sourcing for a developer role could search GitLab profiles to identify promising candidates. Professional networks however make it easy to scan a person's employment history quickly and efficiently and are designed to present their best impression to potential employers. Because of this, they are a very efficient tool for finding potential candidates.
New to Linkedin? Use Linkedin Boolean hack Follow the instruction on the sheet, discuss with your recruiting partner/sourcer for the keywords. If you have Linkedin Recruiter account - feel free to reach out or add into a Project to discuss with the manager or recruiting partner.
If you don't have recruiter account, put the leads you sourced on this Leads sheet, shared it with your recruiting partner so they can reach out!
When you have identified someone as a good potential candidate, send their profile along with any requested information to a Sourcer so they can reach out to the candidate and add them to Greenhouse. You can check the Sourcer alignment here. As an alternative, you can also ask the prospective candidate to apply directly. Kindly note that in this case, their application won't be automatically credited to your name but you can ask the Sourcing team to change this.
If you want to reach out to a sourced candidate directly you can refer to our reach out templates or create your own message. Kindly discuss your communication strategy with your Sourcing partner to avoid duplication and poor candidate experience.
Diversity - In accordance to our values of diversity and inclusion, and to build teams as diverse as our users, Recruiting provides a collection of diversity sourcing tools here to expand our hiring teams’ candidate pipelines. If you have any questions on how to implement these resources into your current sourcing strategy or have suggestions for new tools, please reach out to Recruiting.
We're eager to provide hiring managers and all hiring team members with a LinkedIn Recruiter seat.
Based on LinkedIn's research, passive candidates are more likely to respond to direct outreach from a hiring manager or hiring team member than from a recruiter or sourcer. That's why we're encouraging greater adoption and use of LinkedIn Recruiter company-wide. A few benefits to upgrading are being able to collaboratively source candidates with other team members via Projects and being able to send unlimited InMails (InMail metrics is one of our KPIs).
You can request one of the following seats (we recommend requesting a Recruiter seat):
To upgrade your seat, please add your GitLab email to your LinkedIn profile, then submit an Access Request Issue using the
LinkedIn Access Request template.
Please reach out to your recruiter for tips on how to improve your LinkedIn profile, write an InMail, and use Projects.
To note, we won't be able to reimburse any LinkedIn seats purchased at your own expense.
Sourcing Session is a required step of the recruiting process for every role at GitLab. These sessions help us to ensure that we look for outbound talent and leverage our sourcing effort for all the roles we’re hiring for.
Once a new role is opened, Sourcer assigned to the role will discuss with Recruiter and Hiring Manager who should participate in the Sourcing session and schedule it within 5 business days after the intake call.
You can find more information about Sourcing Sessions on the Recruiting Process - Sourcer Tasks page.
As our company continues to see rapid growth, we need to aim to hire the best talent out there and we want all GitLab team-member’s to participate with the Recruiting team in building the greatest GitLab crew! We ask you all to contribute by digging into LinkedIn or your favorite social media space and add candidates to the spreadsheet. By doing this, we are reaching out to people that are very closely aligned with the team’s needs and finding better-suited candidates, instead of just waiting for ad-response! (We call that, “the Post and Pray” model).
Save the sourcing strings for future reference to the project to help generate new strings from different perspectives.
When you source a candidate and provide their information to our recruiting team, you can expect that they will receive an email asking them if they’re interested in talking about an opportunity to join our team. You won’t be involved or mentioned in this process aside from having passed their information along.
We do try to personalize these emails as much as feasibly possible so that they are not impersonal or "spammy," and we rely on the team sourcing to identify relevant and qualified candidates to ensure these messages are as meaningful as possible.
Here's an example workflow for sourcing developer candidates:
"ruby on rails" developer. LinkedIn presents you with a list of matching profiles.
Following this method - and with practice scanning profiles - it's possible to find a few dozen potential good candidates in 30 minutes or less.
Here's an example workflow for sourcing Product Design candidates:
PROJECTSfrom the top banner. Here you will need to either start a new project by naming it
Product Designer - stage group, or open an existing project if the Recruiter has already shared one with you.
job titlesearch box on the left of the interface. You can input
Product Designerto search for anyone who has held this title in their current or past role. If you're following a tree ring strategy, you should select current from the dropdown. In an exisiting project, you can delete all the information as this will be saved by the Recruiter. You can then start your search using the
current companysearch box. Here, you can input the names of organizations you noted at the start of this process.
currentjob title, you may also wish to broaden the search by selecting
current or pastin the job title search field.
Visual Designer, or
Interaction Designer, if you believe someone with that title will be relevant for the role you're sourcing for.
Saving your search
If you're looking to come back to the same search at a later date, you can save the search string by selecting the
save icon. This is found next to
showing results for at the top of the search box.
When you wish to come back to the saved search, you can find it by opening
search history and alerts. Again, this is at the top of the search box on the left side of the screen.
Some things to keep in mind when sourcing Product Designers:
portfolioon their profile, it can found below their profile header, and above their background summary.
Enterpriseis a powerful boolean search modifier when sourcing for GitLab. Many product design candidates who have the type of experience we look for will list enterprise software, enterprise teams, enterprise products, or enterprise applications within their online profile.
Portfolio (insert candidate name)can successfully bring up the candidate's online work. However, this work may be out of date, not representative of the Product Designer's current skill set, or the work of somebody else (this is especially common when a Product Designer has a commonly held name).