Episode 144
Mastering Sourcing: Glen Cathey’s Guide to Building a Winning Playbook
Eighty percent of roles fill through the first five steps of a documented playbook. Glen Cathey breaks down the critical thinking, psychology, and activity management that separate elite sourcers from the rest—and why AI won’t replace this skill.
Episode Key Takeaways
A sourcing playbook isn’t a luxury—it’s the difference between consistency and chaos. When teams lack a documented process with underlying logic, each person operates on their own unconscious playbook, producing wildly inconsistent results. The first five steps of a well-designed playbook typically fill 80% or more of your roles, which is why the order and reasoning matter far more than exotic sourcing tactics.
World-class sourcing is about critical thinking and pattern recognition, not Boolean syntax. The ability to read between the lines, spot non-obvious candidates, and see potential in resumes that don’t match the obvious checklist separates elite sourcers from those who simply filter. Glen notes that if you can’t rule someone out in ten seconds, rule them in—because human resumes are imperfect, and the best candidates often don’t use the expected buzzwords.
Activity management—not time management—unlocks 50% of hidden capacity. Rather than blocking time, set a concrete activity goal (e.g., reach out to 20 people per job) and stick to that single task until complete. This monotasking discipline, combined with deliberate practice and metacognition, is what drives consistent high output without working longer hours.
Psychology and neuroscience are sourcing superpowers. Using humor, leading with the ‘ugly’ elements of a job upfront, and understanding influence principles like reciprocity and social proof measurably increase response rates and referrals. Glen’s psychology degree informed decades of recruiting instinct—now backed by research showing that even a smile triggers the same neural response as winning money.
AI will automate low-depth sourcing, but it won’t replace human judgment. Generative AI can write perfect Boolean strings and match job descriptions to profiles at scale, but it starts from a flawed premise: the job description itself. A world-class sourcer conducts an intake, discovers what truly matters, and searches for people the job description would miss. Without human-in-the-loop validation, AI-driven matching will find obvious fits and miss the best people.
Frequently
Asked
Questions
What is a sourcing playbook and why do I need one?
A sourcing playbook is a documented, step-by-step process for filling roles, ordered by probability of success. It includes both inbound (job posting, social, referrals) and outbound (direct outreach) strategies. Without one, team members follow different unconscious processes, leading to inconsistent results. The first five steps typically fill 80% of roles, making the playbook’s logic and order critical to performance.
How do I structure my day to maximize sourcing productivity?
Set activity goals, not time blocks. For example: source 20 qualified people per job, then reach out to all 20, then submit candidates—one activity at a time until complete. This monotasking approach, backed by research on deliberate practice, ensures you hit targets without multitasking overhead. Most teams sit on 50% unused capacity simply by switching to activity-based discipline.
What does 'go ugly early' mean in sourcing?
Lead conversations with the least attractive elements of a role—low pay, location, travel, production work—before building excitement. If it’s a dealbreaker, pivot to referrals and save time. If the candidate accepts the ‘ugly’ upfront, they’ve already committed and won’t resurface objections later. It controls outcomes and increases conversion probability.
Can AI replace human sourcers?
Not entirely. AI excels at matching obvious fits from a job description, but it starts from a flawed premise—the job description itself. World-class sourcers conduct intakes to uncover what truly matters, then find non-obvious candidates the description would miss. AI can automate low-depth filtering, but human judgment, pattern recognition, and the ability to see potential remain irreplaceable.
How do I find candidates who don't use obvious keywords?
Look for employer names, educational credentials unique to a region, and context clues in resumes rather than buzzwords. For example, Irish candidates often list schools in Gaelic or mention the Leaving Certificate. Read between the lines and recognize that the best candidates often don’t write perfect resumes. Inclusive sourcing—ruling people in rather than out—surfaces talent obvious searches miss.