Introducing Pareto: Sourcing, as a Service
When you need qualified, passive candidates, fast.
Five years ago, we started Avra Talent, which over the half-decade has evolved into a recruiting firm focused on helping remote-friendly startups (usually Series A or B) make 5 to 50 key hires. Every year, we’ve niched down and become more specific in what we do and who we serve ~ and it’s working, which is lovely.
That being said, there is still a big gap in the market, whether you’re a solo founder trying to build out a team, or FANG spin-off who needs to hire 100 engineers a quarter — almost every company we interact with isn’t prioritizing outbound sourcing.
What is outbound sourcing (and why every hiring campaign needs it)
Basically, it’s sales. So if you’re at all familiar with outbound sales then you can conjure a general image in your mind.
Outbound sourcing = selling passive candidates (usually employed and also haven’t applied to your role) on why they should consider applying and taking a phone call from someone on your team.
In tight labor markets, this is a must. But even when the demand for hiring wanes, any good recruiter should know that you always want to balance active candidates (those applying directly to your role) with passive candidates, to truly hire ‘the best person for the job’.
Sourcing and the 80/20 principle
One of the most impactful ideas my early 20’s mind ever took in was the concept of the Pareto Principle, named after an Italian economist who had an aha moment while tending to his tomato plants.
The Pareto principle states that for many outcomes, roughly 80% of consequences come from 20% of causes (the "vital few"). Other names for this principle are the 80/20 rule, the law of the vital few, or the principle of factor sparsity.
It is an adage of business management that "80% of sales come from 20% of clients".
It’s not hard to extrapolate from here, 80% of the qualified candidates you will interact with will come from 20% of your efforts.
At Pareto, our newest venture, we provide Recruiters, Founders, and Hiring Managers with 50 qualified passive candidates a week for an affordable monthly subscription.
How we put your sourcing on autopilot
Step 1: Intake Call
One of our senior Recruiters does a quick deep dive to understand the role you’re hiring for so they can scope out what the ‘ideal candidate’ looks like and calibrate with our team of fully vetted Sourcers.
Step 2: Pick your package
This part is pretty straightforward. Subscribe to the plan that works best for you and your team.
Step 3: Qualified candidates in your inbox, weekly
Each week we’ll send you 50 passive candidate profiles along with the contact information you need to reach out to them. We’ll also provide some useful templates and guidance on how to best engage with passive candidates.
Want to give it a spin, click here and please keep me posted on your experience! 🍅