Recruitment ✦ Sourcing ✦ Dedicated
Candidate sourcing
specialist
Searches run, longlists built and candidates formatted before your consultant makes the first call — so their day is conversations rather than keyword searches.
Looking for this kind of work yourself? Apply at staffingsolutions.ph — this page is written for businesses hiring.
$14/hrFrom, + GST · full-time
Up to 70%Vs. a local hire
LonglistsBuilt overnight
~2 wksBrief → first day
Consultants bill on conversations and spend the day searching
A recruitment consultant's value is entirely relationships and judgement — knowing which candidate suits which client, and being trusted by both. Everything around that is search and administration.
Yet a brief arrives and the consultant spends the morning running Boolean searches, opening profiles and building a list. By the time they start calling, half the day is gone and the client has been quoted a turnaround they now cannot make.
A sourcing specialist does the searching. The consultant opens a formatted longlist and starts calling — and because Manila runs ahead of your morning, the list is often ready before they sit down.
What they source and prepare
- Boolean and database searching — Searches run across your job boards, database and professional networks against the brief, with search strings documented so they improve rather than restart.
- Longlist building — Candidates assessed against your written criteria and assembled into a longlist with the relevant detail visible.
- Candidate outreach — Initial approach messages sent to your templates, responses logged, and interested candidates flagged for your consultant.
- CV formatting — Candidate CVs reformatted to your template and client-ready standard.
- Screening to criteria — Right to work, tickets, licences, availability and non-negotiables confirmed before a consultant spends time.
- ATS record creation — Candidates created properly in your ATS with tags, source and history — so the database compounds in value rather than filling with duplicates.
- Talent pooling — Ongoing pipelines built for roles you fill repeatedly, so the next brief starts from a pool rather than from zero.
- Sourcing reporting — Which channels produce placeable candidates, and which do not — so you spend advertising money on evidence.
What stays with your consultants
Searching and screening to criteria travel. Judgement, relationships and representation do not.
- Placement judgementWhich candidate to put forward, and how they are positioned to a client, is the consultant's.
- Client relationshipsThe brief conversation and the client relationship stay with your consultant.
- Candidate adviceScreening is not advising. Discussing a candidate's prospects or salary expectations is the consultant's.
- Rate and fee negotiationNever delegated.
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Questions
Frequently asked
Can they screen candidates properly?
Against written criteria, yes — right to work, tickets, availability, hard requirements. Assessing whether someone suits a particular client is consultant judgement and should stay there, which is also the honest answer to what your fee is for.
Will the time difference help or hurt?
Help, usually. Manila starts before your day, so a brief given at 4pm often has a longlist waiting the next morning. That is a genuine turnaround advantage against agencies working single-shift.
Is this not exactly what we sell?
It is, and agencies who use it understand the model faster than anyone. The difference is you are buying dedicated capacity for your own delivery rather than reselling it.
How much does it cost?
From $14/hr + GST full-time — up to 70% less than a local hire, with no placement fee. Run your numbers →
Full-time, part-time or fewer hours?
Forty hours a week is our standard engagement and twenty is common. Below that we look at fifteen, ten or even five hours to get a role started, priced accordingly — a smaller engagement costs a little more per hour because the recruiting and management effort is the same. Plenty of clients begin at ten hours and grow the role once they see what comes off their desk.
Is there a minimum term?
Three months, then month to month. It's the same runway you'd give a new local hire to learn your systems, your clients and your standards — and the team members who get a fair run are the ones who stay for years. There are no exit penalties at any point, and if the issue is the person rather than the role, the first-week refund and free replacement cover that separately.
How do you handle confidentiality?
The same way you'd treat any remote team member. Every placement signs an NDA and a confidentiality clause before day one, and they work inside your systems — your email, your CRM, your file storage — so you control what they can see and can revoke access instantly. No client data is stored on our side.