Concrete walkthroughs for search, outreach, multi-network sourcing, AI agents, talent pools, and measurable sourcing processes.
New pieces ship on a rolling cadence.
The SEEK AI guide: from target-group analysis to first outreach.
Active sourcing means proactively identifying, evaluating, and contacting suitable candidates instead of waiting for inbound applications only.
Many relevant profiles are visible on XING, GitHub, specialist forums, and other networks. SEEK AI searches 35 networks in parallel and merges signals into one Super Profile.
Describe the role in natural language or with Boolean filters. The AI extracts criteria and searches all connected sources at once.
Use SEEK AI Scores, activity signals, and switch likelihood to decide who to contact first.
Create projects and talent pools, share notes and pipeline status. Context stays intact when several people source.
The AI assistant drafts personalised outreach based on profile, skills, and role. You adjust tone and channel and send via LinkedIn, XING, or email.
Track reply rates, pipeline stages, and time-to-fill in reporting. That shows which sources and outreach approaches work.
Classic recruiting waits for applications. Active sourcing proactively finds, evaluates, and contacts suitable candidates. That reaches passive talent who are not actively job hunting.
Many qualified people are open to the right approach even without an active application. Direct outreach fills real roles faster than inbound-only recruiting, especially with a maintained talent pool.
Talent pool as central database, search with the right strategy, individual outreach, and long-term nurturing. The building blocks work iteratively, not only once per vacancy.
Boolean for precision, AI search for speed, often combined. Add multi-network research across LinkedIn, XING, GitHub, and specialist communities in one search.
Short, relevant, and personalised: role, skill match, and a clear next step. Channel follows the profile: LinkedIn, XING, or email. AI drafts speed you up; you decide tone and send.
Only without a system. With multi-network search, Super Profiles, and team workflows, manual reconciliation drops sharply. Many teams save hours daily compared with tab-switching between networks.
Create pools by role, skill, or project, tag candidates, and keep notes in the team. Context stays intact and every new search does not start from zero.
Regular, value-adding contact: updates on matching roles, industry news, or short check-ins. The goal is trust before the next vacancy becomes urgent.
Book a 30-minute demo with a real role. We show search across 35 networks, Super Profiles, outreach, and team projects live in the product.
Active sourcing rarely fails on the message and often on the organisation. How to set sourcing up as a team process: shared teams, personas, channels, timing, and measurement.
What active sourcing is, why it demonstrably works, and how to set it up: the four elements, search strategies, talent pool, outreach, and retention. The overview for DACH recruiting.
Tech talent only shows up halfway on LinkedIn and XING. Which specialist networks deliver which signals, what is different about approaching techies, and how to reach them.
