Entry-Level Candidate Sourcing Specialist

@TVinodK

Hi, I appreciate this opportunity. Building targeted LinkedIn searches, writing personalised outreach messages, tracking responses, and maintaining a clean candidate tracker is a natural extension of the LinkedIn outreach work I do daily. For Agency Nika (Poland) I managed LinkedIn outreach across 8 niches using Sales Navigator, sending personalised connection requests and follow-up messages, generating 27 positive qualified leads in 30 days, with all activity tracked in a structured CRM across approximately 1,000 contacts including connection status, response, and next action. For your talent sourcing brief I would create targeted LinkedIn searches for entry-level profiles matching your role criteria, write short authentic outreach messages that feel like a genuine conversation rather than a recruitment pitch, track all responses in a shared Google Sheet with candidate name, profile link, outreach date, response status, and notes, and deliver a weekly list of candidates who have shown initial interest. First two weeks: week one would focus on search setup, first batch of outreach, and establishing the tracker. Week two would build on responses, refine messaging based on what is working, and start delivering qualified candidates. Ready to start immediately. Best regards Vinod

@amit719

Hi, I can help build a consistent entry-level talent pipeline through targeted LinkedIn sourcing and concise, personalised outreach. For the first two weeks, I’d approach it as: **Week 1:** Understand the role/persona, define search criteria, build targeted LinkedIn searches, identify qualified entry-level profiles and test 2–3 outreach message variations. **Week 2:** Continue sourcing, send personalised outreach, track responses and maintain a clean shared spreadsheet with candidate name, profile, role fit, outreach date, response and interest status. I’ll focus on genuine prospects rather than simply maximising profile volume, and I’ll only mark candidates as interested when they have actually responded positively or asked to learn more. I’m comfortable working with LinkedIn/Recruiter-style search tools, spreadsheets and structured candidate tracking. I can provide a weekly qualified prospect list and clear progress updates. Could you share the role description, target location, required skills and approximate number of candidates you want per week?

@stephmc36

My background has given me strong experience in researching information, communicating with different audiences, identifying relevant people and keeping detailed information organised. I’m particularly comfortable with LinkedIn and social media communication, and understand the importance of making outreach feel personal rather than like a generic mass message. I can research profiles against your criteria, identify potentially suitable entry-level candidates, create concise and engaging outreach messages, and maintain an accurate candidate tracker. My education-sector experience also involved managing and organising information and staffing across 100+ schools and with approximately 1,500 staff, so I’m comfortable working methodically with large amounts of information while maintaining accuracy and confidentiality. For the initial two weeks, I would focus on: • Understanding the candidate criteria and ideal profile • Building targeted LinkedIn searches • Identifying and recording relevant prospects • Creating personalised initial outreach • Tracking responses and engagement clearly • Providing a consistent weekly pipeline of qualified prospects I’m reliable, organised and responsive, and would be happy to work within your existing processes and tools. I’m also happy to discuss the expected weekly hours and targets once I understand the full scope of the role. I’d welcome the opportunity to demonstrate my approach with the initial sourcing phase.

@karantrivedi93

Entry-level sourcing is won in the search, not the message. I would start by writing the boolean strings per role using the words candidates actually put on their profiles, plus the filters that matter at this level: graduation year, location, current title, and the internship keywords that separate ready from raw. Bad searches are why most sourcing lists look busy and convert badly. Then a short first message: what the role is, why them specifically, and one question that is easy to answer. Two follow-ups, spaced, then stop. You get a weekly sheet: candidate, profile link, why shortlisted, date contacted, reply, interest level. You interview and onboard, I keep the top of the funnel full. I have run this same motion in sales outbound for four years, where the search and the first line do all the work. Tell me the first role and I will send five sample profiles so you can judge the standard before we start.

@jiaoyangh

Hi, thank you for posting this project. I have 10 years of e-commerce experience , so sourcing and vetting partners is very familiar to me. I've been on LinkedIn for about a month, and I've built a solid understanding of how to use Boolean searches to find specific profiles. To keep our outreach high-quality and avoid spam flags, I plan to: 1. Use targeted Boolean search to find entry-level candidates matching your criteria. 2. Send highly personalized messages, starting with a small daily volume (around 5-10 per day) and scaling up as we see response rates. This protects the account and keeps the outreach authentic. 3. Track everything in a shared Google Sheet with profile links, status, and notes. I can start right away and adjust the pace based on your feedback . Let's chat.