Smart Sourcing
Gia finds the candidates. You approve who she calls.
75M+ profiles searched by role context, not keywords. Passive candidates surfaced, outreached, and assessed on the same criteria as your inbound applicants.
75M+ Profile Database
Gia searches across 75 million professional profiles — LinkedIn, GitHub, job boards, and niche directories — in parallel. No single-source limitation, no manual Boolean strings.
Brief in Natural Language
Describe the role in plain language — Gia translates it into search parameters across every source. No keyword engineering, no Boolean syntax, no filters to configure manually.
Pre-Engaged Before You See Them
Gia contacts shortlisted candidates before presenting them — so when you see a profile, the candidate already knows about the role and has expressed interest.
Ranked Shortlists, Not Dumps
Gia returns a scored and ranked shortlist — not a list of 500 profiles to review. Each candidate is ranked against the brief criteria with a reason for their placement.
What is Smart Sourcing?
Smart Sourcing is a passive candidate sourcing platform that identifies and pre-engages qualified candidates from LinkedIn, Naukri, job boards, and talent databases using role context and semantic matching rather than keyword filtering-surfacing candidates other tools miss.
How it works
From search to shortlist - without picking up the phone
Keyword searches miss best-fit candidates. Recruiter makes first contact - or sourcing doesn't happen
Gia searches 75M+ profiles by role context and contacts approved candidates within 3 minutes
Pre-engaged passive candidates arriving in your pipeline - without a recruiter making the first call
You define the role
Set criteria in the role brief - skills, experience, seniority, compensation range.
Gia searches 75M+ profiles
Semantic search across the full database - returning profiles that fit the role context, not just keyword matches.
You approve with one click
Review the ranked sourced list, approve profiles to engage. Decline with one click.
Gia calls and assesses immediately
The moment you approve, Gia initiates the GIA assessment call on the same criteria as inbound applicants.
How it looks
What happens end to end
What Gia does
What you see
75M+ candidate profiles searchable through a single natural language query - returning results ranked by role context fit, not keyword density.
Platform
How Smart Sourcing connects to the platform
Approved sourced candidates get the same assessment call as inbound applicants.
Outreach and follow-up to sourced candidates is handled automatically.
Sourced candidates who aren't hired are saved for re-engagement on future roles.
Source candidates from LinkedIn and any webpage directly into Gigin.
Natural language search
Search in plain English. Results in seconds.
Type what you need in the search field — no boolean strings, no filter menus, no keyword engineering. Gigin's natural language search understands role context and returns ranked candidate matches.
Example query
'Software engineer in Dallas or Austin, 5+ years, experience in fintech or payments, open to hybrid, likely considering a move'
What Gigin does
Parses location (Dallas or Austin), role type (software engineer), experience (5+ years), industry (fintech or payments), format preference (hybrid), and passive availability signal — and runs all of these as contextual filters simultaneously, not sequentially.
Result
A ranked list of candidates who match across all these dimensions — not candidates who matched on some keywords.
Contact data
Every profile comes with contact data and social URLs.
| Data surfaced | Availability | How it is used |
|---|---|---|
| Email address | Available for most profiles — verified where possible | One-click outreach initiation from the sourcing results panel. Gia uses this for personalised outreach on approval. |
| Phone number | Available where publicly associated with the professional profile | Gia uses this for the assessment call on approval. Recruiter can also see it for direct outreach. |
| LinkedIn URL | Available for profiles with a public LinkedIn presence | Recruiter can review the full LinkedIn profile from within Smart Sourcing — no separate tab or login required. |
| GitHub URL | Available for technical profiles with public GitHub activity | Relevant for engineering roles — recruiter can assess project portfolio before approving outreach. |
| Other professional URLs | Portfolio, personal website, Wellfound, Dribbble — where publicly associated | Surfaced for roles where portfolio evidence is relevant (design, product, marketing). |
Contact data is sourced from publicly available professional information and consented data sources. EEOC-compliant use of contact data applies — outreach criteria must be based on professional qualifications, not personal characteristics.
When to use Smart Sourcing
Where Smart Sourcing is most powerful.
| Niche use case | Example query | Why Smart Sourcing, not Agentic Sourcing |
|---|---|---|
| Very specific technical combination | 'React developer with GraphQL experience, worked at a Series B or C startup, not at a FAANG company, Austin or remote' | The combination of startup stage, tech stack specifics, and location exclusion requires precise parameter control that the recruiter needs to set explicitly |
| Cross-industry background | 'Sales leader who has sold into hospitals and health systems, but comes from a SaaS background not a medical device background' | The industry background nuance is complex enough that the recruiter needs to validate that the search understood the distinction correctly |
| Unusual title combinations | 'Someone who has been both a recruiter and an engineer — has done technical recruiting or engineering work themselves' | Non-standard profile types benefit from recruiter-guided search to ensure the matching logic is capturing the right combination |
| Geographic precision | 'Candidates within 20 miles of the Austin HQ only — no remote, no relocation consideration' | Tight geographic constraints benefit from the recruiter confirming the location filter is applied correctly |
| Passive candidate signals | 'Candidate has been at their current company for 4+ years and has not been promoted in the last 2 — likely open to a conversation' | Nuanced availability signals benefit from recruiter review of the matching rationale before approving outreach |
Want Gia to search autonomously? See Agentic Sourcing →
See this in action
See how Gia handles Smart Sourcing for a real role.
Tell us one role you're working on. We'll show you Gia running it live - 20 minutes, your actual criteria.
- No slides
- Your actual role
- Live in 20 minutes
FAQ
Frequently asked questions
The database aggregates profiles from public professional networks, resume databases, and consent-based sources. Profiles are refreshed regularly. Candidates who opt out are removed. The database prioritises US candidates for US searches — coverage is strong for professional and knowledge-worker roles across industries.
Gia's sourcing criteria are configured by the recruiter and based on job-related requirements — skills, experience, location, and seniority. The sourcing does not use protected characteristics as criteria. Your legal and HR teams should review the specific role requirements you configure to ensure they are grounded in bona fide occupational qualifications, as required by EEOC guidelines.
Yes. Sourcing does not require an active job posting. You can run a sourcing search for a role that is still in requisition approval — Gia builds a pipeline before the role is publicly live, so you have pre-qualified candidates ready when the posting goes out.
Three ways. First, the message is personalised — it references the candidate's specific background and the specific role, not a generic pitch. Second, it is role-matched — the candidate was surfaced because Gia assessed them as fitting the criteria, so the outreach is relevant. Third, response is tracked — Gia does not send a blast; it manages the sequence individually, follows up with non-responders, and logs every interaction.
They are added to the talent pool with their assessment data and tagged for their actual skill profile. When a role opens that does match their background, Gia can re-engage them automatically. No candidate who engages is wasted.
Yes. Previous decline decisions are tagged in the talent pool. Gia excludes previously declined candidates from new sourcing results unless the recruiter explicitly includes them.
Profile data is refreshed on a rolling basis. For US professional candidates, core profile data (title, employer, location) is typically current within 60–90 days. Contact data freshness varies — Gia prioritises candidates where contact data has been recently verified.
Have questions? We're here to help.
Reach out to our team and we usually reply within one business day.
Let's talk
See Gia source candidates for a real role.
Book a 20-minute walkthrough with our team. Bring a real role - we'll run it through GIA live and you'll walk away with a concrete plan.
