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How a US staffing firm tripled candidate submissions by adding an offshore sourcing pod.
Skillfi hired and trained a 6-person sourcing team in India working US-overlap hours, so 12 recruiters started every morning with qualified candidates instead of a blank search bar. It's one of the ways our fractional recruiter service scales recruiting capacity.
Twelve closers, spending most of the day as sourcers.
The firm places software, data and cloud engineers with US clients, and its 12 recruiters were juggling more than 80 open requisitions. They spent around 60% of every day on Boolean searches, job board mining and first-round screening calls. That left little time for what actually wins placements: closing candidates and staying close to clients.
Submissions had stalled at about 4 per recruiter a week, and clients were starting to send roles to faster vendors. Hiring more US recruiters meant $70,000+ base salaries and a four-month ramp before any of them paid for themselves.
My best closers were spending their mornings on Boolean searches. That's not what I pay them for.
Founder & CEO, client
Split sourcing from closing.
We moved the search and first screen to a dedicated offshore pod, and kept US recruiters focused on candidates and clients. The two teams connected through a daily handoff inside the firm's ATS, so nothing lived in spreadsheets or chat threads.
A 6-person pod in India
Sourcers hired for IT recruiting experience and strong English, working a shift that overlaps the US morning so questions were answered the same day.
Playbooks for every role family
Search strings, target companies, must-have skills and a screening script for software, data, cloud and QA roles, built with the firm's top recruiters.
Shortlists ready by 9am ET
Every morning, screened candidates were tagged to their requisition in the ATS with notes, so recruiters could go straight to calls and submissions.
Two quarters, step by step
From recruiters doing everything to a pod that feeds them every morning. Here's how the engagement unfolded.
- Week 1–24 role families
Role-family audit
We grouped 80+ requisitions into role families and studied how the firm's top recruiters searched and screened for each.
- Week 3–56 sourcers
Sourcing pod hired
Six experienced IT sourcers hired in India, with a shift that overlaps the US morning.
- Week 6Screening script
Playbooks & training
Sourcing playbooks and a screening script for each role family, with live practice alongside US recruiters.
- Month 2Ready by 9am ET
Daily ATS handoff live
Screened shortlists tagged to each requisition in the ATS before the US team logged on.
- Month 3–43x submissions
Calibration & quality
Recruiters scored every shortlist, and playbooks were tuned weekly until quality matched the best US sourcing.
- Month 6+44% placements
Placements up
Two quarters in, recruiters were closing more, clients were getting candidates faster and placements had grown sharply.
How six sourcers fed twelve recruiters every morning
Offshore sourcing fails when it's a black box. This pod worked inside the firm's own tools and process, with a clear handoff and feedback every day.
Search every open role
- Boolean & X-ray searches by role
- Re-mining past candidates in the ATS
- 25–30 profiles per role each week
First-round screening
- Screening script by role family
- Availability, rate & work authorization
- Call notes logged in the ATS
Daily shortlists
- Tagged to each requisition
- Ranked by fit
- Ready for the recruiter's first call
Feedback loop
- Recruiters score every shortlist
- Playbooks updated weekly
- Quality score for each sourcer
What changed in two quarters
Weekly submissions per recruiter
3.1x more qualified candidates in front of clients every week.
My recruiters start the day with a shortlist instead of a blank search bar. By 9am they're on the phone with candidates and clients.
VP of Recruiting, clientRecruiters stuck sourcing instead of closing?
We'll map your role families, hire and train an offshore sourcing pod and plug it into your process, managed by a fractional recruiter who owns quality. The same pod model works for sales prospecting through our outbound sales service.
- A sourcing pod hired for your role families
- Playbooks & screening scripts for each role
- A daily shortlist handoff in your ATS
- Weekly quality & ROI reporting
30 minutes. No obligation.
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