"We sincerely appreciate GSourcers for their dedicated support and innovative, fresh thinking. Their assistance is consistently valuable in helping our company achieve its goals."
Dee van Enter Lead Specialist: Organizational Design & HRBP
Get your EMEA Talent Pipeline Projects Done
We provide you with hard-to-find talent pools.
How It Works
We've Helped Global Companies Enter New Markets
Across Africa, parts of Europe and Middle East.
Suivez cette vidéo Explicative en Français
Pipeline de Talent : Fini l'urgence. Pour vos postes de direction spécifiques, GSourcers bâtit de manière proactive un pipeline de talents de haut niveau. Nous identifions, engageons et sensibilisons ces profils à votre culture, bien avant le besoin. Le recrutement long et coûteux devient alors un simple processus de placement grâce à une réserve de candidats chauds et intéressés.
Watch this explainer Video in English
Eliminate urgency. For your specific executive positions, GSourcers proactively builds a pipeline of high-level talent. We identify, engage, and sensitize these profiles to your culture, well in advance of the need. Long and expensive recruitment then becomes a simple placement process thanks to a pool of warm and interested candidates.
What is our consulting offering?
Through our recruitment research, we can help you with Market Intelligence (to help you become more strategic) or with Sourcing (to be more operational):
Talent mapping & pipelining
Talent Mapping and Pipelining
1) Using in-depth research: We start the process by identifying potential candidates from various sources, including professional networks, online databases, social media, and competitor companies. This process includes defining and documenting the entire talent pool for a specific, difficult-to-fill role.
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Goal: To identify target companies where the desired talent currently works.
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Output: A list of companies, organizational structures, and the names/titles of potential candidates in those companies.
2) Candidate Profiling: Gathering specific information on identified candidates before initial outreach.
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Data Collected: Current role, job history, skills, education, contact information, and inferred career interests/motivations.
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Benefit: Allows the recruiter to craft a highly personalized and compelling pitch, significantly increasing response rates.
3) Pipeline Building: Creating and managing a list (or pipeline) of passive candidates who are not actively applying but who fit the criteria for current or future roles.
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Benefit: Reduces the time-to-hire for future vacancies by having pre-vetted talent ready to be engaged.
Market Intelligence
Market Intelligence and Data Analytics
Providing insights into market rates, talent availability, and competitive landscapes within specific industries or locations. To help you develop recruiting strategies and competitive compensation packages.
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Goal: To determine the competitive salary range, bonus structures, and benefits package for the role in the relevant geographical market.
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Benefit: Ensures the job offer is competitive and aligns with the budget, preventing offer rejections.
Employer Brand Perceptions
Employer Brand Perceptions
Providing insights into market perceptions of your brand for the purpose of a better employer positioning.
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Goal: Researching what the target talent pool thinks about the company and its competitors as employers (e.g., reviews on Glassdoor, social media sentiment).
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Benefit: Helps the recruitment team tailor the message and address potential concerns proactively.
Custom Sourcing
Targeted Sourcing
Proactively building a database of qualified candidates for future opportunities, which helps reduce the time-to-fill when a vacancy arises. This research is focused on actively finding and profiling individual candidates for the open position. This is where the term “Sourcer” comes from, a job often distinct from the “Recruiter.”
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Candidate Identification: Using various tools and techniques to find individuals who match the job specifications.
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Methods: Advanced boolean searches on LinkedIn, deep-web searching, database mining, and leveraging professional networks.
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Candidate Engagement
Candidate Engagement and Communication
Acting as an intermediary to establish rapport, present opportunities confidentially, manage communication, and coordinate interview logistics between the client and candidates.
Submit your project
Some of the industries covered
Paper & Pulp
We have helped global players enter and grow with the the EMEA markets since 2009
FMCG
Fast-moving consumer goods, are everyday products sold quickly at a low cost.
Telecoms & Technology
Telecommunications, digital tools, systems, and software (technology) that enables modern connectivity.
Oil and Gas
The industry encompasses exploration, extraction, refining, transportation, and marketing
Reach out
GSourcers prioritizes 100% client satisfaction. We prepared these FAQs as a short user guide to help you maximize the intelligence within this Talent Market Report, especially if you have limited Excel knowledge. Find more guidance on our online FAQs page.
The Desktop Mapping Report
What it is: A strategic tool to focus recruiting and sourcing efforts long-term. It helps identify candidates not just for the current position, but also for future openings and roles (senior or junior) requiring similar skills. It is based on assessing competitors and industry leaders.
What it’s for: Its ultimate goal is to advance succession planning by anticipating long-term needs and guiding how to fill positions proactively. Benefits include gaining a competitive advantage, understanding market trends, and reducing costs and reliance on external agencies.
Benefits: It shifts your organization from reactive contingency hiring to a proactive strategy. It helps anticipate future openings, build strong relationships with top industry talent for future recruitment, and aids in managing the employer brand.
Report Longevity & Updates
The report will not become useless as talent mapping is an ongoing process that requires constant updating.
It focuses on finding the very best candidate, period, not just the best available one.
GSourcers offers to update the report every 6 or 12 months to maintain a constant $360^\circ$ view of talent movements in relevant markets.
How to Use the Document (Excel Tips)
Keyword/Candidate Search: Go to the “Talent Universe” sheet, use the “Find & Select” $\rightarrow$ “Find” function, and enter the keyword or candidate name.
Scrolling/Hidden Information: Double-click on lengthy cells in the “Additional Notes” section to enable scrolling using the keyboard Up/Down arrows (not the mouse scroll).
Optional Active Services
Active Talent Engagement/Headhunting: Yes. GSourcers can use third-party recruiting tactics to pursue passive candidates identified in the map, confirming interest, collecting salary data, and potentially CVs. This is beneficial for historically difficult-to-fill roles or when teams are over-capacitated.
Process: Begins with a pre-consult meeting to set timelines and expectations (SLA: 7–14 business days).
Guarantee/Data Validation: Yes. All reports include a 4-week post-sales support guarantee to validate contact details (email/mobile) for candidates you select for engagement at no additional cost.
Note: Desktop reports may have less complete data than a full talent mapping research project involving direct candidate contact (primary data collection).
Talent Community/Survey: Yes. GSourcers can conduct a Talent Survey to gauge a passive candidate’s interest in working for your brand in the future, getting their insights on your brand, and collecting key data (salary range, notice period, etc.) for succession planning.
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