Hire a Sourcing Specialist. Fill Your Pipeline Before Your Recruiters Start.
Your recruiters should be interviewing and closing, not spending hours searching LinkedIn. A dedicated sourcing specialist builds your candidate pipeline: identifying prospects, writing outreach, screening responses, and delivering interview-ready candidates. Hire through RecruitGo with full local employment compliance.
Sourcing Is the Bottleneck in Every Hiring Process
Most hiring teams do not have a pipeline problem. They have a sourcing problem. Your recruiters spend 60 to 70% of their time searching for candidates instead of talking to them. A dedicated sourcer inverts this.
A recruiter's highest-value work is interviewing and closing. Every hour spent on LinkedIn searches is an hour not spent converting pipeline into hires. A dedicated sourcer costs a fraction of a recruiter and frees your team to do what they do best.
Filipino sourcers work with LinkedIn Recruiter, Boolean search, X-ray search, and modern ATS platforms (Greenhouse, Lever, Workable, Ashby, Bullhorn). Many have years of experience sourcing for US and Australian staffing firms and tech companies.
A mid-level Filipino sourcer costs $750 to $1,100/month. The equivalent US sourcer costs $4,800 to $5,800. For the cost of one US sourcer, you can hire 4 to 5 Filipino sourcers and build pipeline at scale.
Filipino sourcers write fluent, natural English that does not read like a template. Outreach response rates directly correlate with message quality. A well-written, personalized InMail from a Filipino sourcer performs as well as one from a US-based recruiter.
Sourcing Specialist Cost Comparison by Country
Select a market to see monthly salary ranges for dedicated sourcing specialists.
Deep talent pool of recruitment professionals trained in LinkedIn Recruiter, Boolean search, and modern ATS platforms. Filipino sourcers combine strong English outreach with systematic pipeline-building skills.
What Does a Sourcing Specialist Do?
A sourcer owns the top of the hiring funnel. They find candidates, qualify them, and deliver a warm pipeline to your recruiters or hiring managers.
Which Role Do You Actually Need?
Both roles work in recruitment, but they own different parts of the funnel.
| Sourcing Specialist | Full-Cycle Recruiter | |
|---|---|---|
| Primary function | Finds and qualifies candidates. Delivers warm pipeline. | Manages entire hiring process from intake to offer acceptance. |
| Funnel ownership | Top of funnel: identification, outreach, pre-screening | Full funnel: sourcing, interviewing, offer negotiation, closing |
| Hiring manager interaction | Limited. Provides candidate summaries and pipeline reports | High. Conducts intake meetings, debriefs, manages expectations |
| Candidate interaction depth | Outreach, initial screening, interest qualification | Full interview process, salary negotiation, offer presentation |
| Best for | Teams with recruiters who need more pipeline. High-volume hiring. | Teams without an existing recruiter. End-to-end hiring needs. |
| Philippines salary | $500 to $1,600/month | $700 to $2,000/month |
If you already have recruiters or hiring managers who interview but struggle to fill calendars with qualified people, you need a sourcer. If you have no recruitment function, you may need a full-cycle recruiter.
EOR-Employed Sourcer vs Freelance Contractor
Sourcers access your ATS, candidate data, hiring plans, compensation bands, and employer brand messaging. They represent your company in outreach to potential hires.
| Comparison | EOR-Employed (RecruitGo) | Freelance / Direct Hire |
|---|---|---|
| Employment status | Fully employed with local contract | Independent contractor (often misclassified) |
| Social security | SSS, PhilHealth, Pag-IBIG all covered | None. Your liability if reclassified |
| 13th month pay | Calculated and paid by EOR | Not applicable (but legally required if deemed employed) |
| ATS and candidate data | NDA and data handling clauses in employment contract | Freelance NDA has limited cross-border enforceability |
| Compensation data access | Governed by employment terms. Confidentiality enforced | Freelancers working with multiple clients may share market intelligence |
| Employer brand representation | Full-time, dedicated. Learns your brand voice consistently | Freelancers represent multiple employers. Messaging inconsistency risk |
| Availability | Full-time with dedicated hours. Pipeline building is continuous | Freelancers manage their own schedule. Sourcing happens in bursts |
| Your legal risk | Zero. EOR bears employer liability | Full. You may be deemed the employer |
Hire Your Sourcing Specialist in 3 Steps
Share the types of roles you source for, your ATS, sourcing tools (LinkedIn Recruiter), volume, and whether you need a generalist sourcer or specialist (e.g., tech sourcing only).
We assess: LinkedIn and Boolean search proficiency (timed exercise), outreach writing quality (sample InMail and follow-up sequence), ATS navigation, screening methodology, and English communication. You receive 2 to 3 candidates with test results and video introductions.
Select your sourcer. We handle employment contract, SSS/PhilHealth/Pag-IBIG registration, and coordinate access to your ATS, LinkedIn Recruiter seat, and outreach templates. We recommend 3 to 5 days onboarding to learn your roles and employer brand before going live.
Hire Sourcing Specialists From Other Countries Too
The Philippines is our top market for sourcing specialists, but we also source from these countries based on your timezone and hiring focus.
Hiring a Sourcing Specialist
Frequently asked questions about hiring Filipino sourcers through RecruitGo.
Filipino sourcers cost $500 to $1,600/month. Entry-level (resume screening, basic LinkedIn search, ATS data entry) cost $500 to $750. Experienced (Boolean/X-ray search, personalized outreach, candidate pre-screening) cost $750 to $1,100. Senior sourcers and sourcing leads cost $1,100 to $1,600+. The equivalent US sourcer costs $4,200 to $5,800/month.
A sourcer finds candidates and delivers a qualified pipeline. A recruiter manages the full hiring process: intake, interviewing, negotiating offers, and closing. If your recruiters cannot find enough qualified candidates, you need a sourcer. If you have no recruitment function, you may need a full-cycle recruiter.
LinkedIn Recruiter or Recruiter Lite, Boolean and X-ray search operators, ATS platforms (Greenhouse, Lever, Workable, Ashby, Bullhorn), outreach tools (LinkedIn InMail, Gem, Hireflow), and reporting (Google Sheets, ATS analytics).
Yes, but tech sourcing is a specialization requiring understanding of job titles, tech stacks, and where technical talent lives (GitHub, Stack Overflow, dev communities). We have sourcers with direct experience sourcing engineering, product, and design roles.
Common roles: 15 to 25 qualified candidates/week. Competitive roles (engineers, PMs): 8 to 15/week. Executive or niche roles: 3 to 8/week. These assume LinkedIn Recruiter access and full-time work.
Yes. LinkedIn Recruiter is the primary tool. You need to provide a seat on your company account. If you do not have one, LinkedIn Recruiter Lite ($170/month) is sufficient for most small to mid-size operations.
We assess: LinkedIn and Boolean search proficiency (timed exercise), outreach quality (personalized InMail and follow-up sequence), ATS proficiency, screening methodology, English communication, and sourcing metrics understanding. You receive 2 to 3 candidates with test results and video introductions.
