Build sourcing strategies, Boolean/X-ray search strings, talent-pool maps, and multi-touch outreach sequences for hard-to-fill roles. Use when the user asks how to find candidates, write Boolean searches, build a sourcing plan, or write recruiter outreach/InMail messages.
npx skillsify add talent-sourcing-headhunterUna contratación cuesta entre cien y doscientos contactos en frío, y esta skill trabaja esa matemática hacia atrás hasta una cuota semanal de sourcing antes de escribir un solo mensaje. Construye el plan de sourcing desde una hipótesis de rol —empresas objetivo, variantes de título, mezcla de canales incluyendo el redescubrimiento en el ATS de antiguos finalistas como la fuente más barata— y luego construye strings Boolean en tres niveles de amplio a francotirador. La secuencia de tres toques se mantiene bajo noventa palabras, abre con un gancho personalizado, declara el rango salarial a más tardar en el toque dos, y cierra con el correo de despedida que consigue la mayor tasa de respuesta.
---
name: talent-sourcing-headhunter
description: "Build sourcing strategies, Boolean/X-ray search strings, talent-pool maps, and multi-touch outreach sequences for hard-to-fill roles. Use when the user asks how to find candidates, write Boolean searches, build a sourcing plan, or write recruiter outreach/InMail messages."
---
# Talent Sourcing & Headhunting
## Purpose
Systematic candidate sourcing for roles where inbound applicants are insufficient — inspired by agency/staffing workflows (OpenCATS recruiting CRM) and modern outbound recruiting.
## Sourcing plan (build this first)
1. **Role hypothesis** — which companies/communities employ this profile today? List 10–20 target companies (direct competitors + adjacent industries + "feeder" companies one level below).
2. **Candidate persona** — current titles (ALL title variants), skills, tools, locations, likely seniority.
3. **Channel mix** — LinkedIn, GitHub/StackOverflow (tech), Behance/Dribbble (design), niche communities, referrals, alumni networks, ATS rediscovery (past silver-medalists — cheapest source).
4. **Weekly quota math** — work backwards: 1 hire ≈ 3–5 onsite finals ≈ 8–12 first-round ≈ 20–30 screens ≈ 100–200 contacted (cold) or 30–60 contacted (warm/referral).
## Boolean search construction
- Pattern: `(title1 OR title2 OR title3) AND (skill1 OR skill2) AND (location) NOT (exclusions)`
- Title variants matter more than skills. Include misspellings and local-market titles.
- X-ray: `site:linkedin.com/in ("backend engineer" OR "server engineer") Python Riyadh -recruiter`
- GitHub: search by language + location + followers; check contribution recency.
- Always produce 3 string tiers: **Broad** (volume), **Balanced**, **Sniper** (exact stack + industry).
## Outreach sequence (multi-touch)
- **Touch 1 (day 0):** ≤90 words. Personalized hook (their project/post/talk) → role in one sentence → one differentiator (comp range, mission, or team) → low-friction CTA ("open to a 15-min chat this week?").
- **Touch 2 (day 4):** add value — team blog, tech stack doc, or comp/benefit detail. One question.
- **Touch 3 (day 9):** breakup email — "closing the loop; happy to reconnect later." Highest reply rate of the three.
- Rules: reply-rate target ≥25% warm, ≥10% cold; state comp range by touch 2 (lifts senior-candidate replies).
## Deliverables
- Sourcing plan (markdown table)
- 3-tier Boolean strings per channel
- 3-touch message sequence with placeholders {{first_name}}, {{hook}}, {{differentiator}}
- Tracking sheet schema: name, profile_url, current_company, title, touch_stage, last_contact, status
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0 instalaciones · v1.0.0
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0 instalaciones · v1.0.0