Find candidates with a clear reason to start a conversation.

Write a sourcing brief that describes the work

Start with the responsibilities and two or three outcomes the hire needs to deliver. Separate required experience from preferences. A useful brief includes the working location, compensation range and practical constraints, along with examples of relevant work.

If you need a software engineer to maintain a service, decide whether incident response, testing, architecture or delivery is the strongest signal. Avoid stacking every tool your company uses into a mandatory list. Identify which experience can transfer from a different industry or environment.

Create the job in Jalvexa and review the Hiring Brief. Hiring Reality helps you examine unclear requirements and trade-offs. Resolve those questions before spending time reviewing a large pool of people.

Choose the source for the evidence you need

A professional profile can help you discover someone whose reported title or location relates to a role. An uploaded resume can provide a more detailed account of their work. Talent Network profiles contain the professional information candidates have chosen to share. These sources give you different kinds of evidence.

Use Find Candidates with role criteria, then open the Jalvexa candidate profile to review the information available. Check the reported title, location and observation details. A search result is a starting point for review; it does not confirm current employment, qualifications, availability or interest.

For candidates who have supplied a resume, upload that document to the job and evaluate its relevant examples. Avoid treating a short professional profile as if it were a full resume. When a profile is incomplete, make the missing information explicit in your next step.

Review profiles before building the shortlist

Ask three questions: what connects this person to the work, what evidence supports that connection and what would you need to ask before proceeding? Keep the answers brief enough to compare candidates consistently.

Use the fit explanation to organize your review. Read its limitations and check the evidence behind each conclusion. When only a title and location are available, the evaluation is necessarily limited. A score or summary cannot establish professional details that were not supplied.

Private search profiles are time-limited. Review the expiry shown in Jalvexa and return to Find Candidates when a profile is no longer available. Do not assume an expired view is a permanent candidate record or continue using outdated information as if it were current.

Plan a respectful first conversation

Prepare a contact draft around the actual job and a specific, supported reason for the conversation. Keep it concise. Explain the role, include the practical details that matter and ask whether the candidate would like to discuss it. Review and approve the draft before sending it through your chosen channel.

A public profile does not establish interest or permission for every use of the information. Respect Talent Network visibility and response choices. Confirm the candidate’s preferences directly, and avoid adding unsupported claims about compensation, intent or availability.

Use the conversation to learn about relevant responsibilities, constraints and results. If the match remains promising, agree on the next step and record the actual response rather than infer an outcome from silence.

Connect sourcing to the rest of hiring

Move suitable candidates through evaluation, shortlist, interview and presentation. Record an offer or hire only after it occurs. Keep the Hiring Brief, evidence and open questions with the job so decisions remain understandable as the process moves forward.

Compare the quality of the next conversations, not just the number of search results. If the pool is weak, revisit an unclear requirement or practical constraint before broadening the search. A small set of relevant candidates with clear questions is easier to act on than a large, unexplained list.