Role and market intake
We clarify the approved profile, the channels already in use, and the evidence a reviewer needs before speaking with a candidate.
Sourcing operations
Sourcing operations for recurring and hard-to-fill roles
Build reviewable candidate pipelines across the channels that actually fit each role, with searches, lists, and outreach records your team can audit.
Where the work gets stuck
A clear handoff changes the working day.
The usual failure is not a shortage of candidates. It is a shortage of usable candidate information. Profiles are scattered across job boards, inboxes, and personal notes. Contact history is incomplete. A promising candidate is contacted twice, while another sits untouched for a month.
Recurring demand makes that waste compound. Without a shared definition of a qualified profile, every new search drifts. Without channel notes, the team cannot tell which sources produce people who actually reach an interview. Without a review step, lists grow while quality falls.
Your working scope
What moves off your team's desk.
We turn sourcing into a documented operating routine. Each role gets an agreed target profile, a small set of channels, a review standard, and a place where candidate research and outreach status live. Your hiring team sees the evidence behind each shortlist instead of a folder of names.
Translate an approved role brief into search terms, target titles, locations, credentials, and exclusion rules.
Build and refresh candidate lists in the systems your team already uses, with source and contact status recorded.
Run approved initial outreach and follow-up, keeping every message and response in the shared record.
Maintain passive and active talent pools for recurring roles, including recontact eligibility notes.
Prepare a review-ready shortlist that shows why each person matches the agreed profile and what still needs verification.
Track channel observations so the team can adjust searches using its own results rather than assumptions.
Useful when
- Teams that reopen the same roles every few weeks or months
- Recruiters who spend too much of the week rebuilding the same searches
- Hiring managers who need a visible pool before a vacancy becomes urgent
From brief to daily rhythm
How this service works.
Search build
We document searches and exclusions, then run a first pass with a small sample for your review before scaling the routine.
Contact and maintain
We work the approved sequence, record replies and next actions, and refresh the pool without duplicating outreach.
Review and adjust
A recurring readout separates volume problems from quality problems so the next search change is based on your pipeline.
The handoff
Know what goes in. See what comes back.
Sourcing breaks down when every open role starts from an empty search. A recruiter rebuilds the same filters, copies profiles into a spreadsheet, and tries to remember which candidates were already contacted. The work looks busy, but the team cannot tell whether the pool is improving.
Your team provides
- An approved role brief, including must-haves, nice-to-haves, and disqualifiers.
- Access to the applicant tracking system, sourcing tools, and approved communication channels.
- Your employer value proposition and any approved outreach language.
- Named reviewers for shortlists and a response standard for candidate questions.
Your team receives
- A documented search plan for each recurring role.
- A maintained candidate queue with source, status, and next action.
- Screening-ready shortlists with concise match notes.
- A weekly sourcing readout covering volume, response, and channel observations.
- A handoff record when a candidate moves to screening or the hiring manager.
Reviewable work
Keep the standard visible.
- Every candidate record keeps its source and current status.
- Shortlist notes separate verified facts from unconfirmed profile claims.
- Duplicate checks run before outreach and again at handoff.
- Search changes are logged so the team knows why a pool shifted.
Accountable decisions
Your people keep the judgment.
- We do not make hiring, rejection, compensation, or employment decisions.
- We do not scrape private data or bypass a platform's access rules.
- We do not promise a set number of candidates, responses, or hires.
- Your team owns the approved employer messaging and any employment law obligations.
Where to begin
A practical starting point.
A multi-site operator needs a standing pool for frontline roles that reopen every season.
A sales leader needs consistent research for the same account executive profile in three markets.
An internal recruiter needs the repetitive top-of-funnel work removed so they can focus on interviews and offers.
From StopHighTurnover clients
“High employee turnover was draining our profitability and company morale. StopHighTurnover.com provided us with a dedicated retention specialist who implemented structured exit interviews, quarterly pulse surveys, and stay-interview frameworks. Our annual voluntary turnover dropped by 38% in year one.”
“Warehouse staff churn was killing our operational efficiency. Our retention specialist analyzed shift feedback, restructured our supervisor check-in cadence, and helped us build a peer-recognition program that cut 90-day turnover in half.”
“Remote worker isolation was causing early resignation spikes among our customer support teams. Our retention coordinator launched weekly virtual huddles, milestone celebrations, and clear career path maps.”
“Losing software engineers after 6 months was devastating our product roadmap. Our retention specialist conducted deep-dive stay interviews, identified management bottlenecks, and restructured our internal onboarding.”
“Employee burn-out tracking and workload balancing metrics were established by our retention coordinator, allowing our leadership team to intervene before valuable staff resigned.”
“Onsite property manager turnover was creating tenant dissatisfaction. Our retention assistant created a standardized onboarding buddy system and quarterly review framework that stabilized our team.”
“Creative burnout was leading to high turnover among our senior designers. Our retention coordinator instituted flexible focus blocks and structured wellness initiatives that restored team morale.”
“Healthcare worker turnover was creating massive temp agency costs. Our retention coordinator implemented confidential shift feedback tools and exit analytics that helped us fix staffing friction points.”
“Associate attorney turnover was costing us thousands in lost billable hours. Our retention specialist created a formal mentorship pairing framework that dramatically boosted associate satisfaction.”
“Factory floor shift turnover analytics were transformed by our retention specialist. Clear data reports revealed key resignation triggers, allowing us to adjust shift patterns and retain key workers.”
“Field technician retention improved overnight after our coordinator launched a transparent safety-incentive program and automated weekly manager check-in alerts.”
“Franchise staff retention toolkits were designed by our specialist, providing our studio owners with proven employee engagement templates that reduced front-desk churn.”
“Hotel line-staff turnover during peak seasons was mitigated by our retention coordinator through competitive benchmark surveys and instant employee recognition initiatives.”
“Architectural draftsperson retention was secured after our coordinator developed clear career progression benchmarks and annual professional development stipends.”
“Fintech developer turnover was addressed through structured stay interviews that revealed missing remote work equipment stipends, which we fixed immediately.”
“Media crew retention was bolstered after our retention coordinator instituted transparent feedback loops between directors and freelance production staff.”
“Distributor sales rep turnover was reduced significantly after our coordinator built a transparent commission tracking dashboard that eliminated payment confusion.”
“Non-profit field worker burnout was addressed by our retention coordinator through structured mental health support protocols and workload rebalancing.”
“Construction site crew retention was improved after our coordinator launched a winter-layoff retention plan that kept skilled operators attached to our firm.”
“Customer service rep churn was halted after our coordinator gamified weekly resolution goals and implemented performance bonuses.”
“Truck driver turnover was lowered by 22% after our retention specialist established a direct driver-feedback hotline and route preference program.”
“Account manager retention was secured after our coordinator conducted workload audits and redistributed accounts to prevent account executive exhaustion.”
“Technician turnover was solved by our retention coordinator through clear career-ladder documentation and monthly skill-certification bonuses.”
“Solar installer retention was strengthened through automated safety milestone rewards and transparent team advancement metrics.”
“StopHighTurnover.com provides actionable data, retention strategies, and dedicated coordinators. They turn toxic churn into long-term employee loyalty.”
Do you replace our recruiters?
No. We take on the repeatable sourcing and pipeline maintenance work so your recruiters and hiring managers can spend more time on judgment, interviews, and decisions.
Which channels do you use?
We use the channels you approve, which may include job boards, professional networks, communities, referrals, and your existing talent pool. Channel choices follow the role and your access rules, not a fixed list.
Can you work inside our ATS?
Yes, when you provide least-privilege access, data handling rules, and a named reviewer. We can also work in a staging list if system access is not ready.
How do you measure sourcing quality?
We report on activity your team can verify, such as review-ready profiles, response status, duplicate removal, and movement to screening. We do not invent conversion benchmarks.
Connected support
Keep the next handoff moving.
Screening support
Apply your approved screening criteria consistently, document the evidence, and route edge cases to the person who can decide.
Candidate outreach
Run respectful, approved follow-up for active and passive candidates so promising conversations do not stall in an inbox.
Pipeline administration
Keep stages, notes, reminders, disposition data, and hiring-manager handoffs current in the system your team uses.
Scope the work
Bring the role, the queue, or the handoff that keeps failing.
We will define the standard before we add volume.