Job postings collect applicants. Sourcing finds people. Most strong hires start in one of six places: LinkedIn, resume databases like Indeed, referrals, the company’s own ATS/CRM, Boolean search across the open web, and real networking. Here is how recruiters actually use each channel.
How it works: Recruiters search by title, skills, company, location, and keywords, then InMail or connect. Recruiter seats add filters, project folders, and usage analytics. Many also watch who engaged with the company page or a job post.
What they look for: Current title that matches the brief, credible company path, recent activity, open-to-work signals when present, and mutual connections for a warmer intro.
Candidate tip: Keep headline and About aligned to the work you want next. List tools and domains in plain text. A dead profile with a 2019 title is invisible to a 2024 search.
Indeed Resume (and similar boards)
How it works: People upload or build resumes into a searchable database. Recruiters filter by keywords, title, location, education, and recency, then message or invite to apply.
What they look for: Fresh resumes, clear contact info, and skill language that matches the req. Stale uploads sink.
Candidate tip: Update the resume when you start looking, even if you are not blasting applications. Recency is a ranking signal in practice if not always in marketing copy.
Referrals
How it works: Employees nominate people they would work with. Recruiters prioritize those names because the quality bar and close rate are usually higher, and the hire often ramps faster.
What they look for: A specific vouch (“I worked with them on X”), not a vague “they seem nice.” Conflict checks matter when the referrer is the hiring manager’s buddy.
Candidate tip: Ask for a referral to a role, not a spray into HR. Give your contact a one-paragraph blurb and your resume so the handoff is easy.
Internal databases (ATS / CRM)
How it works: Prior applicants, past finalists, event scans, agency submissions, and silver medalists live in the company’s system. Recruiters search tags, stages, and free text before paying for new outreach.
