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Having consulted for various tech firms, Olivia brings a wealth of experience and innovation to the art of recruiting and retaining tech talent. Her actionable advice is backed by years of hands-on experience, making her a trusted name in tech hiring circles.
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Are you stuck in a labyrinth of recruitment terminologies? With recruiters, talent sourcers, and staffing agencies buzzing around, it’s like a safari in a bustling tech metropolis. Don’t fret! In today’s field guide, we’ll shine the spotlight on two fascinating species: the Talent Sourcer and the Recruiter.
A talent sourcer is a professional who specializes in finding and engaging potential candidates for open job positions within a company. They focus on proactively identifying passive candidates – individuals who are not actively searching for a new job but may be open to exploring new opportunities if approached with the right offer.
In the heart of Silicon Valley, talent sourcers are akin to rare bird watchers. They are the scouts, the ones who scan LinkedIn profiles and peer through the foliage of GitHub repositories. Their eyes are trained to spot the elusive passive candidate—a developer who’s not actively job-hunting but would be a perfect fit for your company’s unique ecosystem. They’ll use tactics from social media stalking (in the most professional way, of course) to attending networking events, and beyond. Their role would be a little like playing matchmaker – not for romantic interests, but for people and jobs!
🔍 Did You Know?: According to a survey from LinkedIn, nearly 70% of the workforce is made up of passive candidates. That’s a whole lot of untapped talent!
Recruiters are more like park rangers. They oversee the entire recruitment forest, not just the rare birds. Once a talent sourcer identifies potential candidates, the recruiter steps in to engage, interview, and hopefully make an offer.
Now, for the question of the day: Why choose one over the other?
📊 Stat Alert: A study by Glassdoor reveals that 76% of hiring decision-makers say attracting quality candidates is their #1 challenge.
In this complex jungle, you need a guide who knows every tree, trail, and tweeting tech talent. Enter TurnKey, your Silicon Valley Staff Augmentation Company. We’ve got it all under one canopy—talent sourcers to find the rare birds and recruiters for the complete tour. We even built a team for the popular Headspace app! Ready to embark on your talent safari? Don’t wander aimlessly; choose the best path for your needs. Contact TurnKey now.
It’s not just about filling a role; it’s about finding the right person who can drive your project to success. While both tech talent sourcers and recruiters aim to seat the best candidates in your open positions, they have different hunting strategies. Here’s a comparative table to break it down:
A talent sourcer acts like a skilled angler, casting the line in specific pools where the big fish swim but aren’t necessarily biting. They use advanced search techniques on platforms like LinkedIn, where a whopping 90% of recruiters regularly search for candidates, according to LinkedIn’s own reports. In stark contrast, recruiters are like fishermen with large nets, catching whatever swims into their territory, which includes candidates who are actively applying for jobs.
At TurnKey, we know that a blended approach often yields the best results. We have talent sourcers who excel in spotting potential candidates who aren’t necessarily looking for a job but could be a great fit for your project. On the other hand, our recruiters are adept at sifting through the influx of incoming applications to find the gems that meet your specific needs. The choice isn’t an “either-or” but a “best of both worlds” situation.
So, if you’re in a sector where specific skills are hard to find, a talent sourcer might be your go-to. If your inbox is overflowing with resumes for an open position, a recruiter will serve you well. Ready to find your ideal candidate? Call us now, and let’s discuss the best strategy tailored to your needs.
The functions of a Tech Talent Sourcer in small companies can be performed by various specialists, depending on how the hiring processes have been established. Here are a few options:
It all depends on the size of your company and your stage of development. For example, it’s normal for small companies (more precisely, for companies with a small and moderately busy HR department) to involve other employees in the role of Talent Sourcer. On the contrary, it would be terrible to see such a merging of roles in companies where recruiters are already overloaded or are currently in a stage of rapid growth, for example, after receiving funding.
While recruiters have their place in the tech hiring ecosystem, talent sourcers offer unique advantages that can be particularly beneficial for tech companies:
When you choose to collaborate with a tech talent sourcer like TurnKey, you’re investing in efficiency, quality, and cost-effectiveness.
Ready to discover these benefits for yourself? Contact TurnKey today and experience a more streamlined, effective, and cost-efficient hiring process.
In today’s technology-driven business landscape, staff augmentation companies like TurnKey serve as vital connectors between organizations and the highly skilled developers they need. These companies excel in tech talent sourcing, making them indispensable partners for businesses seeking to build or expand their development teams.
As a Silicon Valley leader in Tech staffing, TurnKey brings a wealth of experience in sourcing top-tier developers. We have a track record of success, epitomized by our work with Headspace, in which we rapidly built a high-performing remote team, thereby accelerating their time-to-market and scaling capabilities.
The need for specialized tech talent sourcing services is on the upswing. LinkedIn’s 2021 Global Talent Trends report states that 40% of talent professionals are now concentrating their efforts on sourcing passive candidates, a number that is expected to grow as technology continues to shape the business landscape.
If you’re a business grappling with the intricacies of sourcing highly skilled tech talent, TurnKey can be your go-to partner. Our expertise ensures not just a fast recruitment process but a highly effective one, connecting you with candidates who fit perfectly into your business culture and project requirements. Reach out to us to experience a truly streamlined and focused hiring process.
While both roles aim to fill open positions with qualified candidates, the approach and focus differ. A recruiter usually posts job openings and waits for applications, sifting through resumes to find suitable candidates. On the other hand, a tech talent sourcer takes a proactive approach, identifying potential candidates through various methods and engaging them to consider the open roles. According to a study by Recruiting Daily, 62% of companies use sourcing tools specifically designed to find passive candidates, underscoring the growing importance of this role.
Companies might opt for a tech talent sourcer over a traditional recruiter for several reasons:
TurnKey and Headspace are an excellent example of a successful tech talent sourcing partnership. My Team helped Headspace build an R&D center in Mexico, resulting in high-quality hires within just 30 days of signing the contract. Our expertise ensures not just a fast recruitment process but a highly effective one, connecting you with candidates who fit perfectly into your business culture and project requirements. Reach out to us to experience a truly streamlined and focused hiring process.
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