Where do you source IT professional candidates?

I think the best platform to headhunt IT professionals for any location in the world is LinkedIn Recruiter, I always use that. LinkedIn Recruiter account is very expensive but its worth if you can utilize it.


  • If I source technical people, software developers, .Net, Java, Software Engineer, AWS DevOps Engineer, I search on Stack Overflow, Github, Codeproject.
  • I source CVs on job boards: Reed, Jobsite, Moster, Indeed, CV Library, Jobserve, Totaljobs, Irishjobs, Top Language jobs, different local job boards…etc.
  • I use Google X-ray search: https://recruitin.net/  Its a free way to source candidates from LinkedIn, Dribble, Google Plus, Xing, Stack Overflow, and Twitter.
  • Search on Viadeo, LN groups, Facebook groups, MySpace are also good alternatives.
  • Search candidates in the company own database.
  • If I need a junior or trainee candidate (they will apply for the job if I post it)   share the positions with universities or colleges who can share the job opportunity  with the potential candidates.
  • Ask referrals from candidates who are not interested or Managers who can offer me someone from their ex-team.
  • Organize Meetup events and company events, organize a competition for programmers.
  • Creative and long-term headhunting: to make an advert with a task for programmer on Codeproject, Stackoverflow, Github. If they solve the assignment my company can provide them a gift or they will be automatically hired. 😀


How do you use data insights to help you in your reporting?

I prepare weekly report about my job, I send it over to the Hiring Manager on email in a maximum 4-5 pages PDF document.

  • On the first page of the PDF document there is the job title, name of the position and reporting date.
  • On the second page there is a column chart with the most important data, (detailed below).
    • Identified, Contacted, Responded, No response, Not interested, Phone screened, Rejected at phone screen, Submitted, Declined by LM, Rejected by TA, Withdrew application, Interviewed by LM, Rejected after interview, Offer the job, Rejected the offer, Accepted the offer.


  • On the third page there is a table (with the submitted candidate`names, their last job title and company name and the latest status of all candidates).

Tell me about a time you went above and beyond the requirements for a project

I worked on a project where my client goal was to hire 200 people in 5 months. The client was an IT Sales company, called N3 Results. My project location were based in London-UK and in Dublin-Ireland.

The main requirement was to hire people with different language skills (German, Swedish, Norwegian, French, Spanish, Portugal, Danish, Arabic, English, Polish, Italian), plus experience with Cisco/Microsoft/Google/SAP technologies.

My target was to hire 2 people a month. I exceeded my target every month because I hired more than 7 people a month. In 5 months I hired 38 candidates instead of 10.


How did I achieve that and why? I wanted to earn lots of money, the main motivation was the double salary, for me it was easy to find candidates across Europe.

I used lots of job boards to source candidates on Reed, Jobsite, Totaljobs, LinkedIn, Irishjobs, Top language jobs. Every day I called 40-50 people on phone to screen them and if they achieved the minimum technical requirements, then I immediately prepared the summary and the CV and forwarded that to the Hiring Manager. I sourced candidates from European countries and convinced them to relocate to London or Dublin.

The interview process was super fast, they arranged the first phone interview in 48 hours and hired a candidate in maximum 1 week. They provided training to the hired candidates and integrated them to Microsoft, Google or Cisco in Dublin or in London.

What makes an effective Technical Sourcer?

What do you think how is a good Technical Sourcer? 


  • Has technical knowledge/work experience and suitable personal skill set.
  • Has IT / HR / Engineer bachelor/master degree.
  • Able to maintain a good relationship with Hiring Managers, and candidates.
  • Knows the latest sourcing techniques, methods.
  • Use LinkedIn Recruiter, X-ray search, Boolean search.
  • Knows different job boards (Reed, CV Library, Totaljobs, Irishjobs, Jobserve, Monster, Xing, Meetup…etc.) to source candidates.
  • Knows chrome extensions.
  • Has experience to organize a meetup.
  • Member of  technical clubs, meetup.com.
  • Taking part in technical meetups.
  • Has professional certifications.
  • Continuously following the professional news.
  • Got bearing capacity.
  • Pretty good at reading the situation quickly.
  • Able to learn fast and see things clearly.
  • Share opinion in a tactful/discreet way.
  • Creative and able to come up with new ideas how to search for candidates.
  • Very good team player and has the willingness to share their knowledge.

Tell me an example of the most creative sourcing strategy approach you have succeeded to hire somebody.

I was sourcing for Scala Developers in Budapest. I had to discuss about the requirement and understand it over the phone since the Hiring Manager was based in California and my reporting manager was based in London.
The deadline was of 4 weeks to hire the suitable candidates.


The main reason to find candidates in Hungary was there are not too much Scala Developer available in the market, so I had to headhunt them. After 1 week I submitted some Scala Developers with few years of experience, but I received the following feedback from the Hiring Manager that the CV looks good, but we would like to hire people with 5-10 years of experience.

I was thinking how we can source more candidates and I came up with an idea. My idea was to organize a Meetup for Functional Programmer – Scala Developers. I shared my idea with my Manager and after discussing the issues about getting the right candidate and discussing about how we can organize it and it’s within our budget, he allowed me initiate this activity.

I organized the Meetup from start to finish. I had to create a profile for the company on Meetup.com and invited a good presenter who made a great presentation to the participants. I adverted the Meetup event on LinkedIn, Facebook and on Google.
54 people attended the Meetup.
They came from other companies because they were interested in Scala and wanted to learn new things related to it. After the presentation we invited the participants for a dinner and had a chat with the potential candidates about the Scala Developer job opportunity. The Meetup was very successful, and we hired 3 people from this 54 people.
I got an award from the HR Director for organizing this and being successful and they started such meet up on corporate level every month which attracted good and potential candidates.

Tell me about a time you sourced for an IT role you hadn’t worked on before in the past.


How did you kick things off and how did you build a strong pipeline of candidates.

I have this situation every week, I always have several positions what I have never worked on. I always do the same, I go to Google, and YouTube, read Wikipedia and other articles, and then if I have questions I organize a call with the Hiring Manager.



The last time when I got a job it was an MFG PRO Developer. I had to search on Google what is that exactly.

I found it is an ERP System, cloud system, successful core enterprise application. http://www.cycconsultores.com.ar/mfgeng.html

I sourced candidates on LinkedIn Recruiter, I just used the single keyword is MFG PRO, there wasn`t too much people with this job title or key word on the profile, I found around 15 people and I messaged them.

I had a Hungarian candidate who has 10 years of experience in MFG PRO, that’s a very niche skill, and this candidate wanted to relocate to Germany, and he is speaking fluent German, and it was a requirement as well. So in a week, I got a hire, because of the niche skill and that’s why the process was very fast.

How many years of experience do you have sourcing for Data Analytics talent?

Nearly 2 years, I think Data Science, Data Analytics, positions are very difficult to find very talented – experienced candidates.

I sourced them for big companies such as MSCI – Budapest, Philip Morris International – Switzerland, Credit Suisse – Switzerland. I always sourced candidates on LinkedIn Recruiter.



What are their main Skills?

  • Degree in mathematics 
  • Languages:  R, Hadoop, SQL
  • NumPy, SciPy, pandas, scikit-learn, dplyr, ggplot2.
  • SciKit Learn, TensorFlow, SAS, R, MATLAB)
  • Quantitative analysis or statistical modeling
  • Modeling framework (e.g., SciKit Learn, TensorFlow, SAS, R, MATLAB)
  • Scripting language (PHP, Python, Perl, etc.)