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The first shortlist is a starting point. Calibration is where the Sourcer becomes yours. When you mark candidates as fitting or not fitting, you’re encoding judgment that never appears in a job description: which companies count as relevant background, which career paths signal the right trajectory, what “senior enough” actually means on this desk, in this market.
Calibration feedback controls

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Calibrate on real signal

Judge profiles the way you would before submitting to a client. Consistent feedback on a handful of profiles moves the ranking more than scattered feedback on many.

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When to refine the brief instead

If most of the shortlist misses in the same direction, the brief is the problem, not the ranking. Add the constraint that’s implicitly missing and run again.
Calibration tunes within a brief; it can’t rescue a brief that describes a different role.