Half the tim
.
Twice the fit.
Time-to-source is the metric that matters: how quickly a qualified candidate reaches your active pipeline once a requisition opens. Industry benchmarks lag. Ours lead.
Every search
starts with you.
Then w
go to work.
Four phases, starting with the discovery call. What we hear there shapes everything that follows — so the search is calibrated to your business from day one, and the back end moves fast.
Deep intake and market mapping.
We immerse in the business, the team, the role, and the bar. By the kickoff call we already have a market read — comp data, competitor pipelines, where the talent lives.
- Stakeholder & technical alignment
- Comp + market intelligence
- Competitor & talent landscape map
Precise calibration.
A small batch of qualified “on paper” profiles is shared early — not to interview, but to align. Your feedback sharpens the bar before a single outreach goes out.
- Calibration batch within days of kickoff
- Structured signal & feedback loop
- Bar locked before active sourcing
AI-accelerated discovery, human-curated shortlist.
Artificial Intelligence compresses the discovery and outreach loop. Humans run every conversation, every read, every recommendation. The shortlist is small, sharp, and personal.
- Surface qualified candidates in ≤7 days
- Personalised outreach & first reads
- Calibrated shortlist — not a longlist
Momentum from offer to onboarded.
We stay close through close — managing motivations, comp, counter-offers, and start-date logistics. The relationship doesn't end at signature; it's where it starts.
- Offer strategy & close support
- Weekly partner cadence
- Long-term advisory across roles
Four ways to engage.
One person runs every search.
Pick the model that fits your stage and urgency — or we'll figure it out together on the call.
Engaged search.
You need a specialized or senior individual contributor and fit, depth, and speed all matter.
What it is
Dedicated, in-depth search — calibrated to your bar from day one. Small shortlist, not a longlist.
Executive search.
You're making a leadership hire that will shape the team — and it needs to be right, not just fast.
What it is
Confidential, partner-led search for C-suite, VP, and director-level leaders including first-in-seat and head-of-function hires.
Targeted talent sourcing.
You have an in-house TA team but need qualified pipeline — fast. You run the interviews, we fill the top of the funnel.
What it is
Calibrated candidate pipeline delivered straight to your team. We find and qualify; you close.
Talent advisory.
You're not ready to hire yet — but you need to think through comp, market positioning, org structure, or hiring strategy before you do.
What it is
Strategic counsel for talent leaders and founders. Comp benchmarking, market mapping, org design, and pipeline architecture.
Not sure which fits? That's what the discovery call is for.
Tech-specific.
Globally ntworked.
A decade-deep network across engineering, Machine Learning and Artificial Intelligence (ML/AI), product, research and GoToMarket (GTM) leadership, for companies from Seed to Enterprise.
Ten years in. Still the most interesting problem I've ever worked on.
I'm Richie Peréz — founder and principal talent strategist at Sourcely Talent. Over a decade ago I started working in niche technical recruiting, and somewhere along the way it stopped being a job and became something I genuinely love. The strategy. The search. The moment a hiring manager meets someone and immediately understands why I sent them.
"Sourcing has become an art form to me — and I'm still learning it."
I've built a practice around Data Science, Machine Learning, AI Engineering, and the infrastructure roles that hold those teams together. Not because it was the obvious play, but because I went deep, stayed curious, and found that the harder the search, the more I wanted to solve it. That's still true today.
I'm a U.S. Army veteran. That shapes everything about how I operate: the discipline, the follow-through, the honest conversation when the market isn't telling you what you want to hear. I won't send you a resume I can't stand behind. I won't hand you off to a coordinator once the kickoff call ends. Every search is mine from day one to day done.
Sourcely Talent is intentionally small. No bench. No volume plays. Just a focused, evolving approach to finding people who are genuinely hard to find and making sure the fit holds long after the offer is signed.
I'm a husband and a dad. I built Sourcely Talent for my family and I run it like my name depends on it — because it does. I don't cut corners, I don't disappear when things get hard, and I pour into every search like someone who genuinely loves the work. This business is personal to me. That's exactly why it should matter to you.
"We don't have clients — we have business partners."
Let's start a conversation,
not a contract.
Tell us what you are building. We come to the first call already knowing where to look, ready to learn what makes your team different.