Finding candidates shouldn’t feel like searching for a needle in a haystack. Yet 73% of recruiters struggle to find qualified candidates within reasonable timeframes. The problem isn’t a talent shortage - it’s knowing where to look and how to look.
The best candidates aren’t scrolling job boards. They’re building products on GitHub, sharing insights on LinkedIn, speaking at conferences, and working at companies that treat them well. Smart recruiters go where the talent is instead of waiting for talent to come to them.
Whether you’re hiring your first employee or your hundredth, this guide breaks down exactly how to find candidates using modern sourcing techniques, proven tools, and step-by-step processes that actually work.
For a comprehensive overview of different sourcing approaches, check out our detailed guide on candidate sourcing methods that actually work. Also consider leveraging Boolean search techniques for technical roles and AI recruiting software to automate the process.
Understanding where your ideal candidates spend their time online is the foundation of successful sourcing. Different roles require different hunting grounds.
GitHub is where developers showcase real work. 67% of developers use GitHub as their primary code repository, making it a goldmine for technical recruiting.
Stack Overflow hosts 14 million active developers who demonstrate expertise through questions and answers. Look for users with high reputation scores in relevant technologies.
Reddit communities like r/programming, r/webdev, and language-specific subreddits where developers share knowledge and discuss industry trends.
LinkedIn remains the primary professional network, but Twitter/X is where thought leaders share industry insights and build personal brands.
Industry blogs and communities like Inbound.org for marketers, Sales Hacker for sales professionals, and niche communities around specific tools (HubSpot, Salesforce).
Conference speaker lists from events like INBOUND, Dreamforce, and SaaStr provide access to recognized experts.
Dribbble and Behance showcase visual portfolios and creative work. Over 12 million creatives use Dribbble to display their best work.
Figma Community where UI/UX designers share resources, templates, and case studies.
Design Twitter has an active community of designers sharing work-in-progress, design processes, and industry commentary.
Company websites and About pages to identify current leadership teams at target companies.
Industry publications like Harvard Business Review, McKinsey Insights, and trade publications where executives publish thought leadership.
Board directories and investor networks for C-level executive searches.
Local tech meetups and professional associations for region-specific hiring.
University alumni networks for entry-level and recent graduate positions.
Coworking spaces and startup incubators in tech hubs for entrepreneurial talent.
This systematic approach ensures you find qualified candidates efficiently without wasting time on unqualified leads.
Before searching anywhere, create a detailed profile of your perfect candidate. This prevents you from getting distracted by impressive-but-irrelevant profiles.
Skills and experience template:
MUST-HAVE SKILLS:
- Technical skill 1: _____ (years of experience)
- Technical skill 2: _____ (years of experience)
- Industry experience: _____
- Company size experience: _____
NICE-TO-HAVE SKILLS:
- Additional technical skills
- Certifications or education
- Leadership experience
- Specific company experience
DEAL-BREAKERS:
- Geographic restrictions
- Visa requirements
- Salary expectations outside range
- Availability timelineExample for a Senior React Developer:
MUST-HAVE:
- React.js: 3+ years
- JavaScript/TypeScript: 4+ years
- API integration: 2+ years
- Startup or scale-up experience
NICE-TO-HAVE:
- Node.js backend experience
- AWS/cloud platform knowledge
- Team lead experience
- Previous fintech experience
DEAL-BREAKERS:
- Must be available within 30 days
- Must work US Eastern timezone hours
- Salary expectations above $180kIdentify 20-30 companies where your ideal candidates currently work. This gives you a focused hunting ground instead of searching randomly.
Target company criteria:
Research sources:
Using your target companies, create lists of potential candidates. Aim for 50-100 profiles per role to start.
List generation methods:
List organization template:
Candidate Tracking Spreadsheet:
- Name
- Current Company
- Current Role
- LinkedIn Profile
- Contact Information
- Sourcing Channel
- Relevance Score (1-10)
- Contact Status
- Response Date
- Next ActionNot all candidates are equally likely to be interested or qualified. Score each candidate to focus your efforts on the highest-probability targets.
Candidate scoring framework (1-10 scale):
Technical Fit (40% weight):
Likelihood to Move (30% weight):
Cultural Fit (30% weight):
Priority levels:
Contact your prioritized candidates using multiple channels and personalized messaging.
Outreach sequence template:
Day 1: LinkedIn connection request (personalized)
Day 3: LinkedIn message (if connected)
Day 7: Email outreach (personal or work email)
Day 14: Follow-up email or LinkedIn message
Day 21: Final follow-up with different angle
Day 30: Add to long-term nurture campaignChannel effectiveness ranking:
Each platform requires different search strategies and approaches to find candidates effectively.
LinkedIn is still the most comprehensive professional database, but you need advanced techniques to find hidden talent.
Advanced LinkedIn search techniques:
Boolean search operators:
("Software Engineer" OR "Developer" OR "Programmer") AND (Python OR Django OR Flask) AND -intern AND -juniorX-ray search through Google:
site:linkedin.com/in "product manager" "fintech" "San Francisco" -inurl:pubSales Navigator search filters:
LinkedIn sourcing workflow:
GitHub provides insights into actual coding skills and project involvement that resumes can’t match.
GitHub search strategies:
User search syntax:
location:"San Francisco" language:python followers:>50 repos:>10
type:user "machine learning" location:"New York"Repository contributor search:
repo:facebook/react contributors
repo:tensorflow/tensorflow language:pythonAdvanced GitHub sourcing:
GitHub profile evaluation criteria:
Twitter is excellent for finding industry experts, thought leaders, and professionals who actively share knowledge.
Twitter sourcing strategies:
Advanced search operators:
"product manager" bio:"fintech" followers:1000..50000
from:username "hiring" OR "looking for" OR "opportunity"
"data scientist" location:"within 25 miles of San Francisco"List-based sourcing:
Twitter profile indicators:
Stack Overflow provides unique insights into problem-solving abilities and technical communication skills.
Stack Overflow sourcing approach:
Evaluation criteria:
Manual searching is time-consuming and doesn’t scale. These tools and techniques dramatically increase your sourcing efficiency.
FidForward combines multiple sourcing channels with AI to find and rank candidates automatically.
Key advantages:
Workflow with FidForward:
Time savings: Reduce candidate sourcing from 4-6 hours to 30 minutes per role
Once you identify candidates, you need their contact information. These tools specialize in finding accurate emails and phone numbers.
Top contact finder tools:
SignalHire
Hunter.io
Clearbit Connect
Browser extensions streamline the sourcing process by adding functionality to the platforms you’re already using.
Essential Chrome extensions:
LinkedHelper
GitHub.com Enhancement Suite
ContactOut
For high-volume sourcing, automation tools help manage repetitive tasks while maintaining personalization.
Automation tool categories:
LinkedIn automation:
Email automation:
CRM integration:
These advanced techniques separate good sourcers from great ones. They require more effort but yield significantly better results.
The best candidates aren’t actively job searching. These strategies help identify and engage passive talent.
Passive candidate signals:
Career progression indicators:
Engagement patterns:
Subtle interest signals:
Understanding target companies helps you approach candidates with relevant context and timing.
Intelligence gathering sources:
Public information:
Technology stack research:
Competitive intelligence:
Building relationships before you need candidates creates a competitive advantage when positions open.
Pipeline development approach:
Long-term relationship building:
Nurture campaign sequences:
Month 1: Introduction and value-add content sharing
Month 2: Industry insights and trend discussions
Month 3: Company updates and culture highlights
Month 4: Skill development resource sharing
Month 5: Informal check-in and relationship maintenance
Month 6: Opportunity discussion when timing alignsPipeline segmentation:
Engaging with professional communities provides access to highly qualified candidates who trust peer recommendations.
Community engagement strategies:
Online communities:
Offline community engagement:
Value-first approach:
Tracking the right metrics helps you improve your sourcing effectiveness over time.
Efficiency metrics:
Quality metrics:
Cost metrics:
Monthly Sourcing Scorecard:
VOLUME METRICS:
- Candidates identified: _____
- Contact information found: _____% accuracy
- Outreach messages sent: _____
- Responses received: _____% response rate
QUALITY METRICS:
- Screening calls conducted: _____
- Candidates advanced to interviews: _____% conversion
- Offers extended: _____
- Offers accepted: _____% acceptance rate
EFFICIENCY METRICS:
- Average time per candidate: _____ hours
- Cost per qualified candidate: $_____
- Tool ROI: _____%
- Channel effectiveness ranking: 1._____ 2._____ 3._____
IMPROVEMENT AREAS:
- Biggest bottleneck: _____
- Most effective channel: _____
- Least effective channel: _____
- Action items for next month: _____Channel optimization:
Message optimization:
Tool optimization:
The candidate sourcing landscape has evolved dramatically. Manual sourcing methods can’t compete with AI-powered tools that search multiple platforms simultaneously and rank candidates by fit.
The modern approach: Use AI-powered platforms like FidForward to identify and score candidates across multiple channels, then focus your human effort on personalized outreach and relationship building.
Key takeaways:
Ready to transform your candidate sourcing? Start with FidForward and discover how AI can find better candidates in minutes, not hours.
Where is the best place to find tech candidates? GitHub and Stack Overflow are the top platforms for finding developers and engineers, as they showcase actual work and community contributions. LinkedIn is also valuable but can be more competitive.
How do I find candidates for free? Use Boolean search strings on Google (X-ray search) to find profiles on LinkedIn, GitHub, and other platforms without paying for premium subscriptions. Networking, employee referrals, and posting on free job boards or community forums are also effective free strategies.
What is the most effective candidate sourcing channel? Employee referrals consistently rank as the highest quality and most cost-effective sourcing channel. Candidates referred by employees are hired faster, stay longer, and fit the culture better.
How do I approach a passive candidate? Personalize your outreach. Research their background, mention specific projects or achievements you admire, and explain why this specific role aligns with their career trajectory. Avoid generic templates and focus on building a relationship rather than just filling a seat.
How can AI help me find candidates? AI tools can automate the sourcing process by scanning multiple platforms simultaneously, ranking candidates based on role fit, enriching contact data, and even drafting personalized outreach messages, saving recruiters hours of manual work.