Search
People also search for:
our services:
quick contact:
connect with us on social media:
Search
People also search for:
our services:
quick contact:
connect with us on social media:
Dedicated Candidate Sourcing Support for a US-Based Staffing Firm
Service:
Candidate Sourcing (Recruitment Support)
Engagement Type:
Monthly Retainer
Client Type:
IT & Professional Staffing Firm
Geography:
United States
Hiring Volume:
15–25 active requisitions/month
Client Background
The client is a US-based staffing and recruitment firm specializing in placing mid-to-senior level talent for technology and professional services clients.
Key characteristics:
- Works with multiple end clients simultaneously
- High requisition volume with tight turnaround expectations
- Small team of recruiters managing sourcing, screening, and client coordination
- Revenue directly dependent on speed and pipeline quality
The Hiring Challenge
As requisition volume increased, the staffing firm faced sourcing capacity constraints, including:
- Recruiters spending excessive time on candidate sourcing
- Inconsistent pipeline generation across roles
- Difficulty maintaining quality when handling multiple clients
- Increased time-to-submit impacting client satisfaction
- Recruiter burnout during peak demand periods
This resulted in:
- Slower response times to client requirements
- Missed submission SLAs
- Reduced recruiter productivity
- Risk of losing accounts to faster-moving competitors
Objectives
The staffing firm needed a reliable offshore sourcing partner who could:
- Act as an extension of their recruiting team
- Deliver consistent, role-specific candidate pipelines
- Support multiple requisitions in parallel
- Improve time-to-submit without increasing US recruiter headcount
- Operate quietly in the background under the agency’s brand
Our Approach
Outsure Global was engaged as a dedicated candidate sourcing team, aligned with the client’s recruiters and processes.
Requisition Intake & Role Calibration
For each requisition, we aligned on:
- Job title, skills, and experience requirements
- Target industries and competitor companies
- Location and work authorization constraints
- Rate / salary ranges
Deliverables:
- Search strategy and role-specific sourcing notes
- Agreed “must-have vs nice-to-have” criteria
Talent Mapping & Market Research
We conducted:
- Market mapping for each role
- Identification of target talent pools
- Competitor and peer company analysis
Tools used:
- LinkedIn Recruiter
- Boolean search frameworks
- Role-specific sourcing templates
Active Candidate Sourcing
Execution included:
- Proactive candidate identification
- Profile screening against role criteria
- Validation of location, experience, and availability
Tools & workflows:
- LinkedIn Recruiter
- Agency-approved job boards
- Shared sourcing trackers (Google Sheets)
Candidate Shortlisting & Submission
Each candidate submission included:
- Candidate profile link
- Short written summary (skills, relevance, red flags)
- Location and availability
- Compensation expectations (if available)
Delivery cadence:
- Daily or bi-weekly shortlists depending on requisition urgency
- Continuous pipeline refresh
Feedback Loop & Quality Optimization
We worked closely with recruiters to:
- Review submission feedback
- Refine sourcing criteria
- Improve shortlist relevance over time
This led to:
- Higher submission acceptance rates
- Faster interview scheduling
Scope of Work
- Role-based candidate sourcing
- Talent mapping and research
- Profile screening and shortlisting
- Pipeline management across multiple requisitions
- Weekly sourcing performance updates
Roles Supported
- Software Engineers (Java, .NET, Full-stack)
- QA & Automation Engineers
- Data Analysts
- Business Analysts
- Support and Operations roles
Results Achieved (First 90 Days)
- Consistent candidate pipelines across active requisitions
- Improved time-to-submit for client roles
- Reduced sourcing workload for US recruiters
- Higher recruiter productivity per requisition
The staffing firm was able to:
- Handle more requisitions without hiring additional US recruiters
- Respond faster to client demands
- Maintain quality under high-volume conditions
