Technical Recruiter vs. Technical Sourcer: Which One Do You Need For Your Hiring Strategy?  - DistantJob - Remote Recruitment Agency
Evaluating Remote Tech Candidates / Tech Insights

Technical Recruiter vs. Technical Sourcer: Which One Do You Need For Your Hiring Strategy? 

Gabriela Molina
- 3 min. to read

According to BCG, recruiting and filing open tech positions is one of the main challenges for 73% of IT leaders in the U.S. Due to the competition and high demand, most companies opt for the services of staffing agencies or to work with technical recruiters or sourcers to optimize the hiring process.

But, when it comes to hiring a recruiter vs sourcer, are they really that different? A common mistake is assuming they have the same responsibilities and roles. 

In short, a technical sourcer is responsible for identifying and attracting potential candidates, while a technical recruiter manages the end-to-end hiring process from interviews to developer onboarding. 

Let’s explore the differences between a technical recruiter and a technical sourcer, understanding their main roles and responsibilities and how they benefit the IT recruitment process

What is a Technical Recruiter? 

A technical recruiter is a specialist in managing the entire recruitment process for technical roles within a company.

They work hand in hand with hiring managers and teams to understand the job requirements, and they source and identify suitable candidates, conduct interviews, assess skills and qualifications, negotiate job offers, and facilitate the onboarding process

Overall the main purpose of technical recruiters is to match candidates with the right technical skills and cultural fit for the company, ensuring a smooth and successful hiring dev experience.

Their main responsibilities are: 

  • Job Requirement Analysis: Collaborate with hiring managers and teams to understand the technical skills, qualifications, and attributes required for open positions.
  • Sourcing Candidates: Use various channels, including job boards, social media, professional networks, and databases, to identify potential candidates.
  • Candidate Screening: Review resumes, applications, and portfolios to assess candidates’ qualifications, skills, and experience.
  • Interview Coordination: Schedule and conduct interviews, technical assessments, and coding tests to evaluate candidates’ technical abilities.
  • Assessment and Evaluation: Assess candidates’ technical skills, cultural fit, and potential for the role through thorough interview processes.
  • Negotiation: Handle salary discussions, benefits, and job offers, aiming to align candidate expectations with the company’s offers.
  • Onboarding Support: Collaborate with the onboarding team to ensure a smooth transition for new hires into the company.
  • Data Management: Maintain accurate and organized candidate records and data using applicant tracking systems (ATS) and other tools.

What is a Technical Sourcer? 

A technical sourcer, often referred to as a “sourcing specialist” or “talent sourcer,” is a professional who specializes in identifying and attracting potential IT candidates for job openings within a company. 

They focus on proactively searching and engaging with individuals who possess the desired skills and qualifications, even if those individuals are not actively looking for new job opportunities. 

Technical sourcers play a crucial role in building a pipeline of potential candidates for future hiring needs.

Their main responsibilities are:

  • Candidate Research: Conduct thorough research using various online platforms, databases, social networks, and other resources to identify potential candidates with the desired technical skills and experience.
  • Search Techniques: Utilize advanced search techniques, Boolean logic, and keyword optimization to narrow down and target relevant candidates effectively.
  • Outreach and Engagement: Reach out to identified candidates through personalized messages, emails, or social media to introduce job opportunities and assess their interests.
  • Networking: Build and maintain relationships with potential candidates, even those who might not be actively seeking new jobs, to create a talent pipeline for future positions.
  • Passive Candidate Conversion: Convert passive candidates into active applicants by effectively communicating the value proposition of the company and its job opportunities.

What is the Difference Between A Sourcer vs Recruiter? 

The main difference between a sourcer vs a recruiter is that the first focuses on finding and attracting potential candidates, while technical recruiters manage the entire recruitment process (including sourcing). 

We can explore more in-depth the differences between these two roles focusing on three aspects: Primary focus, activities, and interaction with candidates.

Primary Focus

  • Technical Sourcers: The primary focus of a Technical Sourcer is to identify and attract potential candidates, particularly passive candidates, using various search techniques and channels. Their goal is to create a pool of potential talent for future hiring needs.
  • Technical Recruiters: The primary focus of a Technical Recruiter is to manage the entire recruitment process, from initial candidate evaluation to onboarding. They work closely with hiring teams to assess candidate qualifications, conduct interviews, negotiate offers, and ensure a successful transition into the company.

Key Activities

  • Technical Sourcers: Sourcers are responsible for researching and identifying potential candidates through online platforms, social networks, and databases. They initiate outreach to engage with candidates and introduce them to job opportunities.
  • Technical Recruiters: Recruiters are involved in various stages of the recruitment process, including screening resumes, conducting interviews, evaluating skills, coordinating interviews with hiring teams, negotiating job offers, and managing the onboarding process.

Interaction with Candidates

  • Technical Sourcers: Sourcers are often the first point of contact for candidates. They initiate conversations to gauge interest, answer initial questions, and provide information about the company and job openings.
  • Technical Recruiters: Recruiters interact with candidates throughout the entire recruitment journey. They build relationships, conduct in-depth interviews, assess cultural fit and technical skills, and provide ongoing communication and support.

How to Know Which One to Choose When Hiring Developers

Deciding between a technical sourcer vs a technical recruiter can be tricky when you are still defining and building your recruitment pipeline. But here are some guidelines to help you decide which role suits your hiring needs best.

When to use a Technical Sourcer:

  • If you’re experiencing difficulty finding qualified candidates for your technical roles.
  • If you want to build a pipeline of potential candidates for future hiring needs.
  • If you want to expand your reach beyond active job seekers to tap into passive talent.
  • If you have a strong team of recruiters who can handle the later stages of the hiring process.

When to use a Technical Recruiter:

  • If you have a high volume of technical positions to fill and need someone to manage the entire recruiting process.
  • If you want a dedicated professional to handle candidate evaluation, interview coordination, and offer negotiation.
  • If you want to ensure a positive candidate experience throughout the hiring journey.
  • If your team needs assistance with managing multiple roles and interacting with candidates on a regular basis.

Work with a Team of Skilled Sourcers and Recruiters 

Why choose when you can have both? 

By partnering with DistantJob, you gain access to top-tier sourcers and recruiters with years of experience matching clients with global developers

We take care of everything from the start. This means from sourcing to evaluating developers to onboarding and the HR hassle. Hiring remotely involves knowing more about global payments, taxes, etc., but we can handle all this for you while you watch your team expand and your business grow.

Want to know more? 

Let’s talk about scaling up your team at half the cost!

Discover the advantages of hassle-free global recruitment. Schedule a discovery call with our team today and experience first-hand how DistantJob can elevate your success with exceptional global talent, delivered fast.

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Let’s talk about scaling up your team at half the cost!

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