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The Sourcer is only as good as the brief you give it. The good news: a strong brief is the same thing as a strong intake call, written down.

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Include the hard constraints

  • Role and seniority. “Teamassistenz im Vertrieb” and “Head of Sales” are different searches. Say which band you mean, and whether adjacent titles count.
  • Location. City, region, or radius, plus whether remote or hybrid changes the pool.
  • Must-haves vs nice-to-haves. The Sourcer treats explicit constraints as gates. Bury the dealbreaker in a wish-list and it stops being a dealbreaker.
  • Language requirements. Often the single most filtering constraint in DACH searches. Say it explicitly.
Ideal Candidate Profile with explicit must-have constraints

Your brief becomes a structured profile — dealbreakers belong under must-have

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Leave out the boilerplate

Company mission paragraphs, benefits lists, and “dynamic team player” phrasing don’t help ranking. If a sentence wouldn’t change who you’d shortlist, it won’t change what the Sourcer returns either.

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Iterate instead of over-specifying

Start with the real constraints, look at the first shortlist, then refine.
A thin result on a tight brief is information too: it may mean the market for that exact profile is small, which is worth knowing before you promise a client twelve candidates.