Direct Sourcing
and private talent pool solutions

Direct sourcing is a contingent talent acquisition strategy that leverages a company’s brand to attract talent that can be used for future job openings at the organization.

A direct sourcing program typically consists of a branded website that candidates can visit to view and apply to jobs at the company or to create a profile and join the company’s contingent talent community. In addition, a direct sourcing program leverages the capabilities of dedicated recruiters, or curators, to engage and nurture talent, source and screen talent for open roles and manage the recruitment lifecycle on behalf of the program.

Direct sourcing is different from traditional staffing because it is more cost effective and it enables candidates to apply directly to your jobs, rather than having to apply through a staffing agency.

There are numerous benefits that a direct sourcing program can deliver including:

• Faster time-to-hire
• Lower cost-per-contractor (saving on traditional staffing agency mark-ups)
• A stronger employer branding and candidate experience
• Higher quality of hire from pre-vetted talent pools
• An improved hiring manager experience

Launching a direct sourcing program is a straightforward process. Here are the key steps to implement a program:

1. We build branded microsites and talent-community pages.
2. Our recruiters and AI tools proactively add qualified talent.
3. Candidates stay warm through CRM campaigns and events.
4. Requisitions flow from your VMS/MSP; we match and submit in hours.
5. Our payroll team onboards, classifies, and pays each worker compliantly.

Not every organization is a great fit for a direct sourcing program. To find out if yours is, we’d recommend having a conversation with our team to talk about your company’s hiring practices.

We’ll ask you questions about any roles that your company hires frequently, how your preferred vendors are treating you from a markup perspective and whether or not there are any challenges you are having in your hiring program that you’d like to try and solve.

In terms of how we would leverage your brand, we would incorporate it into a customized website that we would use to market your program and post your open jobs.

We would also use it in the messaging and engagement we sent out to the talent in your talent community.

Yes, direct sourcing does coexist with a company’s existing preferred vendor program and/or MSP/VMS program. In terms of how direct sourcing coexists, We integrate seamlessly with your VMS or MSP. Your private pool is prioritized first; if no match appears, the requisition flows to secondary suppliers—keeping fill rates high without disrupting program rules.

Absolutely. It is our experience that the talent that registers with a company’s direct sourcing program is interested in both contingent and permanent job opportunities.

Candidate engagement is maintained using a combination of technology (ATS and automated engagement campaigns) as well as personal interactions conducted by our curation team.

Book a discovery session. We’ll map hiring volumes, key skill sets, brand assets, and timelines, then build your first talent pool and connect it to your VMS/MSP for a pilot launch—often within 30 days.