Communication on the right channel
With you and with candidates. Four steps, from research to a hiring recommendation.
Research
We clarify the target group, keywords and the channels where your preferred candidates actually spend time.
Outreach
Identification and active outreach – written for that channel, not as a mass message.
Conversation
A phone introduction: motivation, openness to move, and fit for the role.
Hire
You receive screened profiles and a clear recommendation for hiring.
Research
We clarify the target group, keywords and the channels where your preferred candidates actually spend time.
Outreach
Identification and active outreach – written for that channel, not as a mass message.
Conversation
A phone introduction: motivation, openness to move, and fit for the role.
Hire
You receive screened profiles and a clear recommendation for hiring.
There is no second chance for a first impression
Approaching talent on the right channel is decisive. We do not only fish in the same pond as everyone else.
Search where the target group really is
After briefing, we shape the outreach for the audience and identify relevant digital places. Most searches start on Xing or LinkedIn – we change perspective when your preferred candidates spend time elsewhere.
Turn curiosity into real interest
Not everyone we approach is ready to move. Some reply out of curiosity – an honest conversation builds a first connection. Those already decided to change employers need speed: align wishes and go deeper quickly.
Patience and individuality instead of mass outreach
Your target group is unique, so the search is too. Keywords, channel and tone follow the role – not a standard template.
The numbers speak for themselves
Figures from our recruiting and active sourcing work – social sourcing is a core part of that.
Book an intro callCost per hire – share of annual salary
Time to hire
Fill rate
Candidate quality (positive hiring-manager screening)
More than social sourcing
Pressure somewhere else in hiring? We can extend the assignment – or you can look at the full recruiting offer.
The rest of the recruiting process
Applicant management, job ads on portals or interview support – short- or long-term, single steps or the full process.
Flexible in the model
External or on site, service contract, work contract or temporary staffing. One role or a whole slate – quality stays first.
Frequently asked questions
Do you only search on Xing and LinkedIn?+
No. Most searches start there – we go where your target group actually is: communities, specialist forums and other social channels.
How is this different from active sourcing?+
Social sourcing is active sourcing on social and digital channels. The main recruiting page covers the full process and all models – this page goes deeper on channel outreach.
Can you also take over the rest of recruiting?+
Yes – from applicant management and job ads to interview support. Which steps you need, we clarify in the intro call.
Which contract model do you use?+
Service contract, work contract or temporary staffing – remote or on site. You can compare the models on the contract models page.
What does social sourcing cost?+
It depends on the role, channel mix and scope – after the intro call you get a transparent estimate.