Sourcer
A sourcer researches where relevant candidates may be found and makes initial contact, often before they apply; the handoff to recruiting depends on the team’s process.
Research and first contact
A sourcer looks for people whose experience may fit an agreed role, then decides whether and how to approach them. That search can draw on professional networks, public work, referrals or people already known to the organisation. Some candidates may not be actively applying, but “sourcer” does not mean that every person contacted is passive.
LinkedIn Learning’s overview of sourcing and recruiting describes research, channel choices and initial outreach as sourcing activities. The work can end with a useful handoff or continue into candidate conversations, depending on how the team divides responsibility.
Why teams specialise
Research and outreach take focused time. A team may give that work to a dedicated sourcer when its roles or candidate market call for sustained searches. Elsewhere, recruiters, hiring managers or founders may source as part of a wider remit. Role mix and workload matter more than a universal hiring-volume cutoff.
A clear agreement also helps avoid treating a reply as an automatic transfer. The sourcer and recruiter can decide who follows up, what context should travel with the candidate, and who owns the next conversation.
Interview with a search brief
Share a realistic role brief and ask the candidate to explain how they would identify relevant people. Invite them to show what they would check before making contact and how they would record a response or a concern for the next colleague. This tests research judgment and handoff quality without requiring a daily message quota.