You know when to source, and when not to. The different attraction channels, how to maximize them, and the interest / intent matrix to aim right.
// 01 · strategic Module 1 · Strategic Design
Home/Program/Module 1 Module 1 · Strategic Design
Before you search, know where you stand.
The best sourcing is the sourcing you don't have to do. This module lays out the entire attraction strategy upstream: how to attract instead of chasing, how to frame a need, how to write a message people actually answer. The foundation everything else rests on.
What you can do after
You stop chasing candidates. You make them come to you.
Not recipes. A way of thinking about attraction, that reduces the need to source by brute force and makes every approach more effective.
You frame a need for real. The intake meeting that gives you every piece of information so you don't end up searching blind.
You write messages people actually answer. The approach message built on real motivation drivers, not the copy-paste everyone ignores.
You see AI coming in Talent Acquisition. What's coming, what it changes for your job, and how to prepare for it instead of being swept along.
An idea, not a recipe
The pedestrian street theory. Everything starts here.
A shop on a busy pedestrian street doesn't have to chase its customers: they walk by, they walk in. A shop in a dead-end alley, on the other hand, has to go find them one by one. Recruiting works the same way.
Demonstration · the pedestrian street
Why most teams source too much, and in the wrong place
Most recruiters live in the dead-end alley. They hunt every candidate one by one, with ignored messages, because nothing upstream is bringing the right people to them.
Attraction is moving over to the busy street. Working your channels, your job posts, your referrals, your brand, so sourcing becomes the exception, not the rule. You source less, and better.
Sourcing will always be necessary. But first, you reduce the need to do it. That's the whole point of this module, and the foundation of Modules 2 and 3.
What we cover
The program, from attraction to approach.
01
The laws of people attraction
What turns a person into a candidate, the real role of sourcing, and the pedestrian street theory to think attraction before effort.
02
When to source, and when not to
Putting sourcing in its right place, so you don't hunt when you could attract.
03
Attraction channels and how to maximize them
The different channels, their tools, their techniques, and the interest / intent matrix to know where to spend your energy.
04
The intake meeting
Getting every piece of information needed to frame a need properly, instead of going off to search blind.
05
Referrals and job postings
A concrete angle on employee referrals, and how to maximize your job posts so they do the work for you.
06
The approach message
Building messages based on candidates' real motivation drivers, to maximize response rates.
07
AI in Talent Acquisition
What's coming, what it changes for your job, and how to prepare for it instead of being swept along.
Who it's for, who it isn't for
We aim straight. It's better for everyone.
This is for you if
- You recruit or you source, at any level.
- You're in HR, a manager or a recruiter and you want to attract and approach better.
- You want to reduce the time spent chasing candidates.
- You don't use Recruiter: this module doesn't require it.
This isn't for you if
- You're only looking for search technique in Recruiter: that's Module 2.
- You want disposable approach hacks rather than a durable method.
How to take it
The only module you can take on its own.
In VOD, at your own pace, immediate access: it's the entry point, and a complete product in itself. Or as Combo 1 + 2 with tactical search, if you want to chain into the technique.
VOD 400 CHF, immediate access · Combo 1 + 2 from 850 CHF inter-company · In-house rates per group on the dedicated page
// 02 · technical Module 2 · Tactical Search
Home/Program/Module 2 Module 2 · Tactical Search
Turn LinkedIn Recruiter into a research scalpel.
Most recruiters type in a query and read whatever the tool sends back. Here, you learn to build a reliable, reproducible and far more exhaustive search, by understanding what each field actually does behind the interface.
What you can do after
You stop searching on instinct. You run an investigation.
Not a checklist of features. A way of thinking about a search, that holds up no matter how hard the role is.
You translate a need into operational criteria. From a fuzzy persona to a structured, robust search you can reuse.
You read the tool instead of suffering it. You know what each field actually does, which one betrays you, which one lies, and how to work around it.
You bring AI into your search. Market mapping via external LLM, data re-injected into Recruiter as Custom filters.
You don't search once, you monitor. Structured projects, tracking a population, spotting new entrants and Open to Work profiles.
An example, not a promise
The most logical field is the one that betrays you most.
You're looking for people who work in a bank, you click the Banking industry. Logical. Except this field is declarative, filled in by users themselves, and very poorly maintained.
Demonstration · the Industry field
Why filtering by industry makes you miss half of a company
40 to 60%
of a given company's profiles are missed, on average, when you rely on the industry field alone. They're there, on LinkedIn, but the tool doesn't surface them.
+30 to 40%
extra false positives depending on the industry: people the field classifies as banking without them actually working in it. You search badly and pollute at the same time.
The only way out is an exhaustive market mapping. But how do you really do it, with no blind spots? That's the heart of this module.
What we cover
The program, field by field.
01
Define the persona and translate it into criteria
Turning a role need into operational criteria usable in Recruiter, the foundation of any reliable search.
02
The location field
Understanding how LinkedIn interprets location, its traps, and how to use it without losing profiles.
03
Mastering pills
Optimizing the use of pills, combining quotes, variants and operators for queries that hold up.
04
The company field and LinkedIn's internal AI
Understanding how the internal AI pushes certain fields, why the industry field betrays you, and how to work the company field properly.
05
Job titles and naming conventions
Decoding job title conventions, multilingual and inconsistent, so you don't miss profiles on a simple label discrepancy.
06
Keywords and boolean queries
Generating solid, universal and reproducible boolean queries rather than guesswork searches.
07
Market mapping and external AI
Pushing LinkedIn's AI towards Talent Insights on the back end, using external LLMs for market mapping, then re-injecting that data into Recruiter as Custom filters.
08
Working with projects and monitoring
Structuring your searches into projects, tracking the evolution of a population, spotting new entrants and recently Open to Work candidates.
09
Custom filters and complementary tools
Building your Custom filters, and rounding it all out with tools like freesourcingtools.com and LinkedZen.
Who it's for, who it isn't for
We aim straight. It's better for everyone.
This is for you if
- You run searches in Recruiter, regularly or not.
- You want reliable, reproducible searches, not gut feel.
- You feel you're missing profiles without knowing why.
- You have the Recruiter basics and you want to step up.
This isn't for you if
- You never touch LinkedIn Recruiter.
- You're after disposable hacks rather than a method.
- You just want the upstream strategy without doing search work: start with Module 1.
How to take it
Module 2 is taken as a combo. Never alone.
As 1 + 2 if your team sources part of the time, as 2 + 3 for active sourcers aiming for full mastery. You choose based on your profile, we validate together.
Combo 1 + 2 from 850 CHF inter-company · Combo 2 + 3 from 950 CHF inter-company · In-house rates per group on the dedicated page
// 03 · expert Module 3 · Legendary Mode
Home/Program/Module 3 Module 3 · Legendary Mode
The level very few reach.
The hidden fields, the undocumented operators, exhaustiveness on perimeters impossible to isolate in the standard interface. This module is not for everyone, and that's by design. It's aimed at sourcers who practice intensively and already have full command of Module 2.
What you can do after
You reach exhaustiveness where the interface gives up.
Not tips and tricks. A deep understanding of fields nobody truly masters, and operators that exist nowhere in the documentation.
You master the filters others ignore. Years of experience, years of graduation, schools, fields of study, seniority, job functions: what they actually do, and how to combine them.
You transfer and extrapolate filters. Turning a current company into a company via AI for a wider view, mapping an entire group of companies.
You exploit the secret operators. Fields invisible in the interface, a hidden operators generator, for a granularity never seen before.
You find what nobody else finds. Profiles not currently in role and outside Open to Work, full exhaustiveness on a mapping via search insights.
An example of what we dig into here
Reach exhaustiveness where the interface says stop.
Recruiter's standard interface has deliberate limits. Some criteria combinations are simply impossible to obtain by clicking. Except there are fields and operators LinkedIn documents nowhere.
Demonstration · the hidden operators
What the interface forbids, the secret operators give back to you
The interface limits you without saying so. Exclusive filters, precise combinations, entire populations stay out of reach as long as you stick to the buttons provided.
The invisible fields change the game. A hidden operators generator, search insights well used, and you isolate perimeters with a level of precision no standard search will ever surface.
It's sharp, it's powerful, and it already demands mastery of Module 2. That's why this module is only taken as 2 + 3.
What we cover
The program, inside the guts of the tool.
01
Understanding filters in depth
Years of experience, years of graduation, schools, fields of study, seniority, job functions: what each one actually does, its traps, and how to combine them without losing profiles.
02
Filter extrapolation and transfer
Turning a current company into a company via AI to widen the view, mapping an entire group of companies in one go.
03
The hidden search generator
Exploiting fields invisible in the standard interface to refine results beyond what looks possible.
04
Reaching full mapping exhaustiveness
Using search insights, building and filtering school lists, developing exclusive filters impossible to obtain with the standard interface.
05
Finding the profiles nobody else finds
Identifying profiles not currently in role and outside Open to Work, where standard searches never go.
06
Access to exclusive resources
The hidden operators generator and the reserved resources, to extend mastery long after the session.
Who it's for, who it isn't for
We aim straight. It's better for everyone.
This is for you if
- You source intensively, more than one day a week.
- You already master the tactical search from Module 2.
- You want to reach surgical precision and exhaustiveness in your searches.
- You want the level very few recruiters reach.
This isn't for you if
- You source little: Combo 1 + 2 will fit better, and that's a good thing.
- You don't yet have the fundamentals of Module 2.
- You're looking for something quick: this level requires time and practice.
How to take it
Module 3 is taken as 2 + 3. Never alone.
Legendary Mode relies entirely on the tactical search of Module 2. That's why it's always taken as Combo 2 + 3, for active sourcers aiming for full mastery. We validate together that it's the right level for you.
Combo 2 + 3 from 950 CHF inter-company · In-house rates per group on the dedicated page
Full program
Download the program. Take it with you.
A one-page A4 (landscape) summarizing the 3 modules, durations, per-module pricing and the training's value chain. Ideal to share with your team, your manager or your HR leadership to validate budget approval.