Double Down on Network Sourcing

Our hiring philosophy stands clear: source actively from your networks. Make this your primary strategy, enhanced by recruiters, and rely less on passive tactics like job postings.

Here are the advantages of a network-based sourcing approach for your company:

Higher Quality Candidates. Top performers in your company will refer other top performers. They understand the explicit and implicit qualities you seek. They stake their reputation on their referrals.

Early Insight. Rather than starting with just a resume, you get vouching from a trusted source. Consider this a head start on reference checks.

Selling Edge. Candidates are more likely to accept an offer when referred by a friend. Their decision is based on their interactions and the recommendation of a trusted source.

Trustworthiness. Candidates are less likely to game your process for a higher offer elsewhere when social capital is at stake. They interview for the right reasons.

Access to "Invisible" Talent. Top candidates often aren't job hunting or responding to recruiters, but will entertain a call from a trusted friend. A company-wide effort in this direction gives you a talent edge over competitors.

Enhanced Diversity. Consciously targeting high-performers from diverse backgrounds can create more diverse candidate pools than job postings, especially those with qualifications that introduce gender bias.

Reduced Costs. Using your network can avoid recruitment fees. Don't undermine people's intrinsic motivation with token payments. Either make it a cultural expectation or pay well for it. Either way, the ROI beats external recruiting firms.

Creative and Accurate Sourcing. Directly involving your top performers helps capture the nuances of what you seek. This minimizes the "telephone game" effect and leverages their pattern recognition skills—especially critical for candidates with non-traditional backgrounds—outperforming recruiters reliant on qualification-based sourcing.

The Formula:

• Implement the right incentives.
• Encourage outreach to high-performers in their networks.
• Make diversity a priority.
• Foster non-transactional conversations.
• Plan ahead; top performers may need 6-9 months to transition.

By following these guidelines, you’re not just filling roles—you’re strategically building a team.