Understanding Company Types and Finding the Right Sourcing Strategy
Before starting any search, the most important step is to understand what kind of company you’re recruiting for. Broadly speaking, there are two types of companies hiring on juucy — each requiring a different sourcing mindset.
Type 1: Companies with Low Inbound Applicant Flow
These are SMEs or local businesses with limited employer brand awareness, strict on-site presence, and high language requirements (often German C1+).
Because they’re based outside major cities and have a small local talent pool, they receive few or no applicants from job boards.
For these companies, active outreach is the only way to fill roles — recruiters must create reach through every possible channel.
Example Companies on juucy
Type 2: Companies with Strong Employer Brands
Startups, scale-ups, and corporates fall into this category. They often allow remote or hybrid setups, have more flexible language requirements, and already generate large volumes of applications organically.
These companies don’t pay recruiters to get more candidates — they pay to get the absolute best candidates. The recruiter’s value here lies in identifying and winning top-tier, “Triple-A” talent who outshine the average inbound applicant.
Example Companies on juucy
| Type | Typical Company Profile | Recruiting Focus |
|---|
| Type 1: Hard-to-Fill Roles |
SMEs or local firms with low employer brand awareness. Often strict German C1 + on-site requirement, rural location, small talent pool. |
Create reach via every channel (multi-posting, social, sourcing). Goal: generate any qualified applicants to close the role efficiently. |
| Type 2: Attractive Employers |
Startups, scale-ups, or corporates with strong brand and flexible setup. Usually remote/hybrid with broad language openness. |
Identify and win the best available talent — not volume. Focus on top 5–10% profiles matching the Triple-A persona. |
Understanding these two company types helps you choose the right sourcing approach from the start.
Type 1: Hard-to-Fill Roles
Typical Company Profile
SMEs or local firms with low employer brand awareness. Often strict German C1 + on-site requirement, rural location, small talent pool.
Recruiting Focus
Create reach via every channel (multi-posting, social, sourcing). Goal: generate any qualified applicants to close the role efficiently.
Type 2: Attractive Employers
Typical Company Profile
Startups, scale-ups, or corporates with strong brand and flexible setup. Usually remote/hybrid with broad language openness.
Recruiting Focus
Identify and win the best available talent — not volume. Focus on top 5–10% profiles matching the Triple-A persona.
Understanding these two company types helps you choose the right sourcing approach from the start.
The Triple-A Candidate Persona
Recruiting for a key position is always a likelihood game — the higher the past quality indicators, the higher the odds of long-term success.
A “Triple-A” candidate consistently shows excellence through education, experience, and execution.
Triple-A Characteristics
- 🎓 Education: Strong academic background (ideally top-tier university)
- 💼 Experience: Reputable companies with fast-paced environments (scale-ups, consulting, corporates)
- 📈 Achievements: Quantified, measurable success in previous roles
- ⏱️ Stability: At least 2.5–3 years average tenure per role
- 🗣️ Language: Fully meets language requirements
- 🧠 Skills: Strong match on technology or skill stack
- 📍 Location: 100% aligned with the required setup (on-site, hybrid, remote)
Red Flags
- Frequent job hopping
- Gaps in the CV without explanation
- Lack of measurable outcomes
- Vague or assistive language (“helped with”, “supported”)
Sourcing Strategies for Each Company Type
Once you understand the company type and ideal persona, adapt your strategy accordingly.
Type 1: Create Reach and Volume
Your focus: maximize visibility and outreach.
Use every channel available — job board multi-posting, LinkedIn sourcing, direct email outreach, and social groups/forums.
Since talent is scarce, an 80% match can already be a strong win. The company values placement success over perfection.
Type 2: Prioritize Precision and Quality
Your focus: find and win the top 5%.
Skip volume tactics — instead, identify the most relevant “Triple-A” profiles that precisely fit the role’s Ideal Candidate Persona.
Craft personalized, high-quality outreach. These candidates won’t apply; they must be convinced. The company expects top-tier excellence, not quantity.
| Company Type | Recommended Approach | Goal |
|---|
| Type 1: Hard-to-Fill Roles |
• Use all available channels – job boards, LinkedIn, forums, email outreach.
• Accept ~80% candidate match if other criteria are met. |
Maximize visibility and candidate flow. Aim for fast and pragmatic hires. |
| Type 2: Attractive Employers |
• Prioritize precision over reach.
• Source only top 5–10% profiles fully meeting the Triple-A criteria.
• Use personalized, high-signal outreach. |
Win the top performers who elevate the team’s long-term success. |
Adapt your sourcing strategy based on company context — reach vs. precision.
Type 1: Hard-to-Fill Roles
Recommended Approach
• Use all available channels – job boards, LinkedIn, forums, email outreach.
• Accept ~80% candidate match if other criteria are met.
Goal
Maximize visibility and candidate flow. Aim for fast and pragmatic hires.
Type 2: Attractive Employers
Recommended Approach
• Prioritize precision over reach.
• Source only top 5–10% profiles fully meeting the Triple-A criteria.
• Use personalized, high-signal outreach.
Goal
Win the top performers who elevate the team’s long-term success.
Adapt your sourcing strategy based on company context — reach vs. precision.
Key Takeaway
The most successful recruiters on juucy are those who first understand the company context, then adapt their sourcing strategy to it.
For some companies, success means finding anyone qualified.
For others, it means winning the one person who can truly move the needle.
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