Finding the right people to join your company is like dating. You want to attract the right kind of person, make a good first impression, and build something amazing together. But just like dating, hiring can be tricky, time-consuming, and a little overwhelming.
Whether you’re a startup hiring your first few employees or a growing company trying to scale your team, this guide will walk you through how to source and attract top talent, without the corporate jargon or confusion.
Part 1: What Does “Sourcing Talent” Really Mean?
Sourcing is all about finding potential candidates. Think of it like looking for hidden gems—people who might be a great fit for your team, whether or not they’re actively job-hunting.
Two Types of Candidates:
- Active candidates – people actively looking for a job (they’re applying on job boards, networking, etc.)
- Passive candidates – people who are not looking, but may be open to the right opportunity (they’re often the secret sauce to hiring top talent)
Step 1: Know Exactly Who You’re Looking For
Before you start sourcing, get crystal clear on the role.
Ask yourself:
- What problem is this person solving?
- What skills do they really need?
- What soft traits would make them thrive on our team?
Example:
Instead of saying:
“We need a software developer.”
Try:
“We need a backend developer with experience in Node.js, who’s passionate about clean code and can collaborate closely with our product team.”
This makes it 10x easier to target the right people.
Step 2: Build a Candidate Persona
A candidate persona is like a mini profile of your ideal hire. It includes:
- Job title(s) they might go by
- Skills and tools they use
- Where they hang out online
- What motivates them (career growth? remote work? purpose?)
Sample Persona:
“Meet Maya, the Backend Dev”
She has 4-6 years of experience, contributes to open-source projects, hangs out on GitHub, enjoys solving complex problems, and prefers async communication.
Now that you know who Maya is, let’s go find her!
Step 3: Where to Source Candidates
There’s no one-size-fits-all, but here are some great channels to start with:
✅ Job Boards (for active talent):
- LinkedIn Jobs
- Wellfound (formerly AngelList) – great for startups
- We Work Remotely – for remote roles
- Otta – for mission-driven companies
✅ Social Sourcing (for passive talent):
- LinkedIn Search – use filters like title, location, and industry
- GitHub – for developers (look at repos, stars, contributions)
- Dribbble/Behance – for designers
- Twitter/X – some candidates share their work and thoughts here
✅ Referrals:
Your network is a goldmine. Ask your team, advisors, or even friends:
“Do you know someone who’d be a great fit for this role?”
People love connecting good folks.
Part 2: Attracting Talent (AKA Getting Them to Say Yes)
Sourcing helps you find the right people. Attracting talent means making them want to join you.
Think of your company like a product. How do you make it irresistible?
Step 4: Craft a Compelling Job Description
A job post is your first impression—don’t make it a boring laundry list.
A Great Job Post Includes:
- A friendly intro: “Hey! We’re a small team building something big.”
- What your company does (and why it matters)
- What success in the role looks like
- Day-to-day tasks (not just bullet points)
- What’s in it for them (growth, remote perks, equity, culture)
- Salary range and benefits (transparency builds trust)
Avoid:
- Buzzwords like “rockstar” or “ninja”
- Vague phrases like “fast-paced environment” (what does that even mean?)
Step 5: Build a Magnetic Employer Brand
Your employer brand is what people think about working at your company.
Ask:
- Does our website show off our team and culture?
- Do we share behind-the-scenes on LinkedIn or Instagram?
- Are employee testimonials or Glassdoor reviews positive?
Example:
- Post team photos or short “day in the life” videos
- Share wins and learning moments (e.g. “we tried this experiment and it flopped—here’s what we learned”)
- Feature employees on your blog or LinkedIn
People want to see the humans behind the company.
Step 6: Personalized Outreach
If you’re reaching out directly, ditch the templates and write like a real person.
Example:
Hey Sam,
I came across your React portfolio on GitHub and was super impressed with your work on the task manager app. We’re building something similar at [Your Startup], and I think you’d enjoy what we’re up to. Would you be open to a quick chat?
Short. Genuine. Personal.
Step 7: Make the Process Human and Smooth
Once a candidate is interested, make the experience feel good.
Tips for a Better Hiring Experience:
- Respond quickly (even if it’s a “no”)
- Set clear expectations for interviews
- Give feedback after interviews
- Keep it under 3–4 stages (no one likes a 7-round process)
- Treat candidates like collaborators, not just applicants
Remember: even if someone doesn’t get the job, they should still walk away thinking, “That was a great experience.”
Bonus Tips for Standing Out
- Offer flexibility: Remote options, async hours, or 4-day weeks
- Highlight mission + impact: People want purpose, not just paychecks
- Be transparent: About salary, challenges, and company stage
- Think beyond LinkedIn: Tap into niche communities like Slack groups, Reddit threads, or Meetup groups
Final Thoughts
Hiring isn’t just about filling a role—it’s about finding people who believe in your vision, bring new ideas, and make the journey more exciting. When you take the time to define who you’re looking for, where to find them, and how to attract them, you’re not just building a team—you’re building a culture.
So whether you’re trying to hire your first designer or your tenth engineer, remember:
- Be human.
- Be clear.
- Be compelling.
The right people are out there—you just need to speak their language and show them why your company is worth joining.
Need help crafting a killer job post or attracting your first hires?
Let’s chat! Hiring doesn’t have to be overwhelming—and you don’t have to do it alone.
Photo by Edmond Dantès: https://www.pexels.com/photo/a-smiling-woman-sitting-on-an-office-chair-8550497/