This course contains the use of artificial intelligence.

262 tools for sourcing in one course: 148 ready-to-use search strings, AI prompts, templates, procedures and checklists, 108 services and apps shown on screen, and 6 models and methods.

Open a lecture, copy the search string, run it for your vacancy today.

Why the same candidates get all the messages

Most recruiters search by job title on one site and write to whoever comes first. The strong candidates there receive ten messages a week and answer none. Sourcing is the skill of finding people where others do not look and of writing so that they reply: a search built by operators, a profile found through Google, a contact found outside the network, a message about the candidate and not about the company.

What changes after this course

You start with a profile of the person, not with a job description. You build a Boolean search, test it and improve it in several rounds. You search LinkedIn, GitHub and other sites through Google. You use AI to write queries and messages and automation to save hours. You find a working contact, send a sequence and track the funnel in your ATS, so the hiring manager sees progress every week.

What is inside: 262 tools, counted lecture by lecture

You do not have to take this number on trust. Open any lecture and read its description: every tool inside is listed there by name.

• 148 ready-to-use tools inside the presentations:
• 46 templates and sample documents, including search string templates and sample messages: recruitment funnel tracker, candidate persona, LinkedIn X-ray search strings, mini-ATS candidate tracker
• 31 ready AI prompts: Boolean search generation, X-ray search generation, resume-to-job fit assessment, candidate outreach email generation
• 23 step-by-step procedures and workflows: full-cycle sourcing and recruitment, iterative Boolean search construction, Lusha and RocketReach contact extraction, ATS candidate management workflow
• 16 question lists and scripts: intake meeting, competency screening and signals, technical role screening script, candidate motivation assessment
• 13 search string sets
• 11 checklists: sourcing launch readiness, sourcing search result validation, screening quality, LinkedIn sourcing automation setup
• 3 formulas and metric sets: sourcer-recruiter performance metrics, recruitment performance metrics, candidate experience metrics
• 3 scorecards and matrices: role sourcing channel matrix, goal achievement behavioral indicators, LinkedIn advanced search operator reference
• 2 other working tools: Boolean search, Google advanced search operators
• 108 services and apps shown on screen, from a quick look to a detailed demo: SeekOut, hireEZ, Lusha, RocketReach, ContactOut, Hunter, LinkedIn Sales Navigator, Workable, Lever, Manatal and others
• 6 models and methods explained with examples: bar raiser interview, web scraping, data parsing

Where the tools are

• Sourcer-recruiter core (8 sections, 90 tools). Role and funnel, candidate profile, Boolean and X-ray search, sourcing platforms, AI and no-code tools, outreach, screening, ATS and work with hiring managers.
• AI recruiting automation (61 tools). Job ads, automated search and screening, outreach at scale, candidate assessment.
• Sourcing automation (41 tools). Workflow design, profile parsing, automated outreach, bookmarklets, ATS pipelines.
• Advanced LinkedIn search (67 tools). Recruiter profile, filters, Boolean searches, X-ray, plugins for contacts.
• OSINT for sourcers (66 tools). Search engines, Google operators, people search across networks, finding and verifying emails.

Who is teaching

I am Mike, the #1 HR instructor on Udemy, with 1,800,000+ course enrollments from 170,000 students, and the author of about 200 books on Amazon. I built the people system at Preply as it became a unicorn and worked at Wargaming, iDeals and Alfa-Bank across 20 years in HR. I hold PHRi, SHRM-CP and HCI sHRBP certifications and represent HRCI in Eastern Europe.

At Preply I built the HR system, including recruiting and sourcing, and it laid the foundation for the company's growth. At iDeals I did the same. I still test every technique by hand. One example from the course: a Google query should not be longer than 32 words. I copy a long list of donor companies joined with OR from a slide, paste it into Google and show that everything after the 32nd word is simply ignored. My query had 52 words. If you do not count them, part of your search is lost and you never notice.

How to use the course

Watch the first eight sections in order: each is one lecture on one step of sourcing. Then go deep where you need it. Section and lecture titles show how many tools are inside, and each lecture description lists them by name.

What is included

• 33 lectures across 13 sections, 15.5 hours
• 32 downloadable resources: the lecture presentations
• 262 tools across the lessons, ready to copy into your own work
• A 10-question practice test, a quiz and a role play
• Lifetime access to all materials
• Active instructor support in the Q&A section
• A Udemy Certificate of Completion

Where to start

Take one open vacancy. Open the Boolean search lecture, copy the LinkedIn X-ray search strings, replace the job title and the city, and run them in Google. Enrol now and start your first lesson today.