An agent that can source without pretending.
Give SourcingOS a role. It creates distinct search hypotheses, runs the public sources it can truthfully access, guides restricted-source searches, remembers what it already tried, and carries recruiter-approved learning into the next pass.
Senior Platform Engineer
Establish the obvious pool first.
Expand beyond title matching.
Search for technical proof.
Connect only when useful.
More than a Boolean generator.
The private product now connects role context, source execution, evidence, recruiter review, calibration, and search memory inside one operating loop.
Brief
Structure must-haves, constraints, adjacent backgrounds, target companies, and role context.
Strategy
Create distinct hypotheses with rationale, blind spots, source modes, and task-level queries.
Research
Run supported public connectors and generate recruiter-run searches for restricted surfaces.
Review
Inspect evidence, identity uncertainty, fit reasons, concerns, and missing information.
Learn
Approve calibration and make the next sourcing pass visibly different.
The agent tells you what it actually ran.
SourcingOS does not call a generated LinkedIn or ClearanceJobs query “autonomous sourcing.” The source mode is part of the result.
Public research inside SourcingOS
Supported connectors run read-only discovery and return source-linked records for recruiter inspection.
Recruiter-controlled sources
SourcingOS creates the strategy and query while the recruiter runs sources the product cannot lawfully or technically execute.
Licensed data when needed
Commercial people data can plug into the orchestration layer without becoming the reasoning system itself.
The search can remember what happened.
The current foundation tracks search fingerprints, unique surfaces, identities seen, and result novelty so repeat work can be identified instead of silently rerun.
Do not spend another search on the exact same move.
Role-level fingerprints can suppress exact repeats and make the next sourcing pass intentionally different.
Learning requires recruiter approval.
Candidate decisions can propose useful adjustments, but the recruiter can approve, edit, reject, pause, scope, or roll back learning.
External content is data, never instructions.
Fetched material is treated as untrusted evidence input. It does not get authority over the agent or hiring workflow.
Human hiring decisions.
Put your next hard role through the agentic sourcing loop.
Request access to the private workspace, or use the public sourcing tools first.