Find talent where they really are

Active sourcing means: you do not wait for candidates to find your job ad, you identify and contact them directly. The reason is simple market arithmetic: the majority of qualified professionals are not actively looking for a job. These candidates do not read job boards, but they are open to the right impulse.

Those who only post ads compete with all other employers for the small, actively searching part of the market. Those who reach out actively tap into the large rest, often without direct competition, because the candidate is not even "on the market".

LinkedIn is the strongest tool for professionals and executives in office environments, but a carpenter or a nurse is rarely active there. That is why we work across channels:

• LinkedIn: Direct outreach to professionals, executives, commercial profiles and specialists, with individual messages instead of mass InMails.
• Instagram & Facebook: The channels where skilled trades, healthcare workers and industrial profiles spend their time, ideal for precisely targeted campaigns.
• XING: Alongside LinkedIn the second channel for direct outreach to professionals and executives, with a focus on the DACH region.
• Industry communities: Professional groups and networks where specialized profiles can be reached.

Successful outreach is a craft: first we jointly define the ideal candidate profile and identify matching people via AI-supported search. Then comes the personal contact, individually written, tailored to the candidate, without copy-paste phrases.

When a candidate shows interest, we hand the contact over directly and in full into your applicant tracking system. Your team can respond the same day, while interest is still fresh. Your dedicated contact accompanies the campaign and evaluates it continuously.

Job ads work for common profiles with many active seekers, such as commercial all-rounders in metropolitan areas. The more specialized, sought-after or regional the profile, the worse the hit rate of classic ads.

Active sourcing plays its strength exactly there: with bottleneck profiles, leadership positions and wherever the candidate market seems empty. We usually combine both, campaigns for reach and applicant flow, direct outreach for the hard-to-reach key profiles.