"Post and Pray" Only Reaches 30% of Your Market.
The market isn't thin — your visibility into it is. Find out exactly what percentage of your real talent pool can actually see you right now.
Your Sourcing Mix
Most scaling tech companies: 60–80% inbound. If you don't know your split, assume 70%. Every percentage point shifted to proactive sourcing directly expands your visible market.
Your Role Profile
The value in brackets is the active-candidate fraction for that discipline. Specialist roles have a thinner active pool — your 30% market shrinks further.
Earlier-stage companies have lower brand pull, meaning fewer passive candidates are receptive to inbound discovery. The market isn't smaller — it just takes more relationship-building to unlock.
Your Hiring Funnel
Companies with strong proactive pipelines see offer acceptance rates of 75–85%. Reactive-heavy companies average 45–60% — candidates who are already shopping are comparing multiple offers simultaneously.
- Your reach 0%
- Active (missed) 0%
- Passive (invisible) 0%
- Total gap 0%
Critical — You're locked out of most of your market
Nearly all of your hiring depends on the smallest, most competitive slice of candidates. Proactive sourcing isn't optional at this reach level — it's the only way to see the rest of the market.
Expanding your market reach to 0% through proactive sourcing would reduce your screening load by 0% and could recover approximately €0 annually.
The market isn't thin. Your visibility into it is.
Recberry's TA Efficiency Framework builds the relationships and pipeline that make your next hire come from the 70% — the candidates who'd actually choose your problem over staying put. Fixed fee. Barush-led. Full knowledge transfer.
- Proactive outreach into passive talent — in your name, not an agency's
- Documented sourcing playbook you keep after the engagement ends
- Offer acceptance rates typically improve to 75%+ within 6 months
- 8–12 week deployment — visible pipeline before it ends
Market reach estimates are illustrative. The 30%/70% active/passive split: LinkedIn Business Global Talent Trends Research Report. Specialist active-pool fractions are modelled from LinkedIn Talent Insights and SHRM Talent Acquisition benchmarks. Offer acceptance benchmarks: LinkedIn Global Talent Trends; Greenhouse Recruiting Benchmarks Report.