Candidate Sourcing

We'll help you to find, connect and engage with both active and passive talent, using our blend of art and science.

Our team solely focuses on the identification and engagement of targeted talent. We’re specialists in using a wide range of research techniques and CRM systems. And we don’t get distracted by selling – we’re proud to be pure Sourcing geeks.

Conventional methods of attraction mostly deliver applications from candidates who are actively looking for jobs. Candidate Sourcing helps give you greater candidate choice by targeting people who are not currently looking to change jobs by identifying the best matched prospects in the market and proactively engaging with them to discuss the organisation’s opportunity

We have open conversations with applicants to help them make informed career choices – strengthening their commitment to the organisation’s brand, and keeping them positively engaged through the selection process.

Read our case studies

Falmouth University: We found a hard to reach candidate for this fantastic university through a national search. We produced a simple but highly effective recruiting campaign promoting the appealing lifestyle that this role offers. Click on the link to find out more.

Fife council: Fife Council approached us to fill a socially and strategically important leadership role. Find out how we successfully sourced for this vacancy by clicking on the link.

University of Manchester:  A restructure at the University of Manchester created a vacancy for a new Head of Communications and Marketing role. We approached this search using a blended media approach, providing a fast-paced recruitment process in this highly competitive sector. Click on the link to see what happened.

UCLAN: We were asked to produce a short list of candidates for the role of Dean of the Lancashire School of Business and Enterprise, following a merger within the organisation.  Find out how we successfully sourced for this vacancy by clicking on the link.

University of Reading:  The university was looking for an outstanding Commercial Director to drive the strategic vision of the organisation forwards whilst building strong relationships with local businesses across the region. It was a big ask but you can see how we found the ideal candidate, by clicking on the link.


In this on-demand webinar we share how to:

  • Help your internal teams and your suppliers make sure they best articulate your EVP to candidates.
  • Make sure your EVP meets the reality of the organisation.
  • Make the most of a hiring managers brief and build great partnerships.
  • Find good employee stories from the business for recruiters to tell to candidates.
  • Keep your promises and not let recruiters paint the picture.

Access Here


Read our latest blogs

Being great isn’t good enough

Just being great isn’t good enough ………… have you fallen into the trap of believing that your work will speak for itself????

Let me help you avoid a few painful lessons and help you onwards…

Is recruiting for ‘culture fit’ limiting your diversity and inclusion?

This is the question going around and around in my head at present. It’s a conundrum.

We know that if you recruit individuals who are a great cultural fit they identify with their surroundings, they share the purpose of the organisation and are more likely to be able to get things done…

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Related Case Studies

The Royal Wolves NHS Trust: Hiring a Director of Workforce


Parliamentary Digital Service: Digital Recruitment Challenges


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