Candidate Sourcing Tracker

Does "Value-First" messaging actually outperform "Problem-First"? Is the boolean string you've been using for three years still working? Are you getting better at this, or just busier?

Most recruiters can't answer these questions. They have gut feelings. They have anecdotes. They remember the message that got a great response last month. But they don't have data—not the kind that separates signal from noise, luck from skill, what works from what happened to work once.

This template answers those questions with math.

Run real A/B tests on your sourcing outreach. Not gut-feel comparisons where you tried one approach last week and another this week and the results were different. Statistically rigorous tests with chi-square calculations, p-values, and sample size indicators that tell you when you have enough data to trust the result.

What makes it different from tracking response rates:

Most sourcing metrics count replies. But a polite "thanks, not interested" counts the same as a conversation that leads to a phone screen. You can have a 15% response rate and a 2% relationship rate—meaning most of your "success" is just people being nice.

This template tracks relationship rates: messages that turn into actual conversations, not just replies. That's the number that predicts hires.

The Boolean search library saves every search string you use, tags them by role type, and tracks performance over time. After six months, you know which searches find qualified candidates and which ones just find volume. You stop reinventing searches you've already optimized.

Three months of sample data (14 campaigns, 445 outreach records, 10 messaging variants) show realistic progression. Watch response rates climb from 9% to 14% as the fictional team learns what works. See what statistical significance looks like when you actually have it.

Your sourcing should get smarter with every campaign. This is how you measure whether it actually is.

A/B test your way to better sourcing.