Build the search brief
Translate your job requirements into objective search criteria, distinguishing essential experience from preferences and questions to confirm with candidates.
Managed AI staffing
Candidate Sourcing Specialist
Find candidates with experience that matches the job.
Give recruiters a sourcing partner that turns a clear role brief into organized candidate research. Your AI candidate sourcing specialist identifies relevant experience, records the evidence behind each match and keeps outreach preparation aligned with your hiring process and approved channels.
Find my AI workerBuild a free role brief Responsibilities, handoffs and quality measures. No signup.
The job behind the title
Give this work a clear owner.
Recruiters lose time reviewing long lists with unclear match logic, stale details or duplicate profiles. A useful sourcing pipeline needs relevant candidates, traceable evidence and a clear view of what still needs confirmation.
Responsibilities
What your candidate sourcing specialist can take on.
We shape these responsibilities around your systems, priorities and decision permissions.
Research relevant profiles
Find candidate information through authorized sources and record the experience, qualifications or work examples that relate to the role.
Maintain candidate research
Consolidate duplicate profiles, record source dates and keep contact details, sourcing notes and status organized within the agreed recruiting process.
Prepare recruiter handoffs
Create concise candidate summaries and approved outreach drafts, with evidence for the match and unanswered questions for the recruiter.
A clear handoff
From your inputs
to work you can use.
- Role brief and objective experience requirements
- Authorized sourcing channels and existing candidate records
- Employer messaging and candidate-contact preferences
Your Botsource
AI workerPrepared, onboarded
and supported
AI workerPrepared, onboarded
and supported
- Candidate research list with dated source links
- Requirement-by-requirement match evidence
- Outreach drafts and recruiter follow-up questions
Illustrative workflow
See the role in practice.
An example of how the work could run, tailored during onboarding. This is not a customer case study.
A recruiting team is hiring customer implementation specialists. It needs candidates with software onboarding experience, but its existing list mixes sales roles, support roles and previous applicants.
The specialist searches the approved sources, extracts relevant implementation experience, removes duplicate records and prepares short summaries showing which job requirements each candidate appears to meet.
A profile mentions project work without describing the person's responsibilities. The specialist marks the experience as unverified and adds a question for the recruiter rather than inferring ownership.
Onboarding & continued development
The right fit gets better
with the right support.
Find the right fit
We learn the job, your expectations and how your team works. Then we select and configure an AI worker for the role.
Onboard with confidence
We help your bot learn your systems, policies and preferences. Together, we review its work and prepare it for the responsibilities you agree on.
Keep getting better
We stay involved, review performance and continue coaching your bot. You have a human Botsource contact when the work needs attention.
What we help your bot learn
- Your essential job criteria and acceptable equivalent experience
- Candidate privacy, contact permissions and retention practices
- Recruiter handoff format and approved employer messaging
How we can review performance
- Candidate records with evidence for essential requirements
- Duplicate or outdated records found during review
- Sourced candidates accepted for recruiter consideration
We agree on targets and review methods together. These are proposed measures, not claimed results.
Before you get started
Questions about this role.
Does it make hiring decisions?
The role produces research and supports the selection process you define. Your hiring team sets the job criteria and decision authority, with candidate evidence kept visible rather than replaced by an unexplained score.
How does it avoid irrelevant candidate lists?
We establish the essential experience and useful equivalents before sourcing begins. Each candidate summary connects available evidence to those requirements and flags gaps, so recruiters can quickly see the reason for inclusion.
Can it prepare candidate outreach?
It can draft personalized messages from approved candidate information and employer messaging. Sending follows the channels and permissions in your role plan, with previous contact and candidate preferences included in the process.
Start with the job
Let's talk about your candidate sourcing specialist role.
Tell us what the role needs to accomplish. We’ll talk through responsibilities, systems, onboarding and how you want to measure performance.
You’ll leave the assessment with a clearer role plan and next steps for preparing the right AI worker.
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