Describe the role. Get a shortlist worth reaching out to.
Say who you’re hiring the way you’d explain it to a colleague. Doe sources matching candidates, including the passive ones who aren’t applying anywhere, scores each against your must-haves with a reason, and finds a verified way to reach them. No 200-character Boolean string that still misses the best people.
Describe a role in plain language and Doe sources a shortlist of matching candidates, including passive ones, scores each against the must-haves with a reason, and finds a verified way to reach them. It reads the spec the way a recruiter would, picking up the skills, seniority, and kind of company you want instead of a brittle Boolean string, and dedupes against your pipeline. Run it once for a shortlist, or set it as a Loop to keep an open req sourcing fresh matches as new people enter the market.
What changes
| Dimension | Before | With Doe |
|---|---|---|
| How you express the role | A brittle Boolean string of titles and keywords | Plain English; Doe builds the search |
| Who you reach | Mostly active applicants who fit the filters | Passive candidates matched on real experience |
| Triage | Open and read every profile by hand | Ranked with a reason per candidate |
| Pipeline freshness | Goes quiet when the sourcing sprint ends | Refreshed on a schedule as new matches appear |
From a role description to a scored, contactable shortlist
Doe turned your plain-English spec into real sourcing criteria (the skills, the seniority, the kind of company and trajectory you want), capturing the must-haves a keyword string can’t express
LinkedInUsing its native people search, Doe found candidates who match the substance of the role beyond the title, surfacing strong passive people who aren’t actively applying and wouldn’t show up in a job-board search
Doe read public, professional sources (talks, posts, public projects, company background) to confirm the experience that matters, so the match reflects what someone has done rather than a headline
The Judge ranked the shortlist on fit to your specific criteria and wrote a one-line rationale per person, like "scaled a similar platform at Series B, owns the exact stack," so you triage on substance instead of gut
Google SheetsDoe found a current, verified professional contact where available and wrote the shortlist (candidate, fit reason, background, contact) to a sheet, deduped against your existing pipeline so you don’t re-source someone already in flight
The best candidates aren’t searching. And they don’t fit your Boolean string.
Sourcing for a real role is an exercise in translation loss. You know what "great" looks like: someone who’s scaled a similar system at a similar-stage company, senior enough to own it but not so senior they’d be bored. Then you try to cram that into a search string of titles and keywords. But titles are inconsistent, the skills you care about aren’t in anyone’s headline, and the best people are passive: not applying, not optimized for your filters, easy to miss. So you get a list that’s long on "Senior Engineer" job titles and short on the specific experience that matters.
Then comes the grind: open each promising profile, piece together their background, decide if they fit, and hunt down a real way to contact them rather than a connection request that sits unread. It’s hours per role, it has to restart every time a req opens, and the pipeline goes quiet once the sourcing sprint ends, even though new people enter the market every week.
Get started with the right source material
Add your library and tools
Add or select the source files Doe should use, then connect the tools this task needs. No API keys, no engineering.
Describe what you need
“I’m hiring a [senior backend engineer who’s scaled a high-throughput system at a Series A-C company]. Source matching candidates including passive ones, score each against those must-haves with a reason, find a verified way to reach them, and skip anyone already in our pipeline. You can also have it refresh the shortlist twice a week.”
It runs on schedule
Runs twice a week. The req keeps a live, scored shortlist with contact details instead of a one-time list that goes stale.
Candidate Sourcing FAQ
Boolean search matches strings (titles and keywords), so it misses people whose headline doesn’t match and rewards profile optimization over real skill. Doe reads the substance of the role and sources on the experience that matters, confirming it from public work, then scores each candidate with a reason. You spend your time on a ranked shortlist of genuine fits instead of paging through string-matched results.
Stop doing the work your tools should do for you.
Set it up once. Doe runs it every time.
