A sourcing system should show its work.
SourcingOS separates role truth, retrieval strategy, source execution, candidate evidence, identity resolution, and recruiter decisions so each stage can be inspected and corrected without rewriting the others.
1. Establish role truth
Start from a JD, hiring-manager conversation, or recruiter brief. Separate must-haves, preferences, geography, seniority, eligibility constraints, and open questions. Missing information stays unresolved rather than becoming a silent assumption.
2. Build search strategy
Requirements are not the same thing as retrieval expansion. SourcingOS can suggest alternate titles, synonyms, adjacent technologies, donor companies, and source-specific search language while keeping those suggestions visibly separate until a recruiter approves them.
3. Route by source capability
Different sources answer different questions. Supported public sources can be searched directly; restricted or recruiter-owned systems remain guided. SourcingOS records what actually ran instead of describing a generated query as completed sourcing.
4. Preserve evidence and unknowns
Candidate review distinguishes evidence found, partial evidence, unknowns, contradictions, and items that require verification. Generic Linux evidence does not become RHEL, generic SQL does not become SQL Server, and a public clearance breadcrumb does not establish current clearance status.
5. Resolve identity conservatively
Cross-source records are not silently merged because names, companies, titles, or locations look similar. Identity evidence stays reviewable, and the system prefers an extra row over hiding two different people inside one profile.
6. Review Candidate 360
A Candidate 360 pulls together the evidence a recruiter has actually earned: requirement coverage, source provenance, gaps, contradictions, experience and documents when available, contact sources, and verify-next actions.
7. Let recruiter feedback improve the next pass
Search memory and calibration can inform future sourcing, but learning remains explicit and reversible. Recruiter decisions can propose changes; they do not silently rewrite the underlying role requirements.
Explore Candidate Search Read the Trust Center View Candidate 360