Evidence-Based Sourcing for Hard-to-Find Technical CandidatesEvidence-Based Sourcing for Hard-to-Find Technical Candidates
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A thin LinkedIn profile can hide a strong technical candidate. Their real work may be in a university paper, a conference talk, or an open-source contribution.
A recruiting shortlist should show that evidence, not just a name and job title.
In a separate contact-research project, my n8n system delivered 50 ready records and rejected 143 weak or duplicate matches. That result came from checking source details before a record was marked ready.
I’d apply the same discipline to specialist sourcing: collect public work signals, verify identity and relevance, keep source links attached, and route uncertain matches for human review. The recruiter still makes the decision.
If your team is searching for hard-to-find engineers, tell me the role and what a credible match would look like.
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