Too much noise
Applicant volume can create more work while doing little to improve the hiring decision.
Founder-led recruiting · Judgment, not volume.
You don’t need more candidates. You need better reasons to interview them.
A full pipeline can still hide the real problem: the role is unclear, screening stays shallow, or nobody owns the follow-through. Sourcce brings deliberate search, personal evaluation, and direct founder involvement to technical and professional hiring.
Tell us who you’re trying to hire
A brief, practical conversation about the role, the challenge, and the support that would be most useful.
The real problem
A full pipeline can still be a bad search.
Hiring is often treated as a volume problem when it is really a judgment problem.
Too little context
A job description can identify technically plausible people. Success requires a deeper understanding of the work, the team, and the environment around the role.
The process loses momentum
Managers get busy, candidates wait, interviews stall, feedback arrives late, and strong people quietly choose another company.
The Sourcce belief
Twenty résumés do not make a shortlist.
We optimize for confidence, not candidate quantity. A useful shortlist explains who is worth your time, what we learned in conversation, why each person may fit, and what still needs to be tested.
Fewer candidates. Better context. A search someone actually owns.The Sourcce Search
Understand more before searching. Screen more before submitting.
Define
Clarify what success requires beyond title and keywords.
Search
Map the market and approach the right people directly.
Screen
Personally test the story behind the résumé.
Validate
Add only the assessments that create useful signal.
Shortlist
Present a focused group with clear context behind every recommendation.
Close
Keep interviews, feedback, offer, and communication moving.
For many searches, a first focused shortlist is ready within 7–14 days. Specialized roles may take longer, and you’ll know what we’re seeing along the way.
Real operator experience
1–2→30+
software engineers in just under three years
Growth needed more than recruiting. It needed infrastructure.
Before establishing Sourcce in September 2025, Alex helped grow a software engineering organization from roughly one or two engineers to more than thirty. Alongside the hiring work, he helped build the practical systems that made the growth operable.
- Recruiting and candidate organization
- Contracts and document workflow
- SOPs, onboarding, and internal hiring structure
- New-hire information and accounting handoff
That experience is the foundation of Sourcce’s People & Hiring Infrastructure work: helping growing companies build both the team and the systems around it.
Human recruiting, made more capable
AI handles leverage. People handle judgment.
Sourcce uses modern tools to expand what a good recruiter can do while keeping people at the center of every interview, evaluation, and hiring decision.
We use AI for
- Research and market mapping
- Search strings and outreach preparation
- Interview-note and candidate-summary organization
- CRM and repetitive administration
We keep human
- Every candidate interview
- Candidate evaluation and advancement
- Rejection decisions
- Client conversations and hiring judgment
Every candidate Sourcce recommends has been evaluated by a person.
Ways to work together
Choose how much of the work you want us to own.
01
Success-based
Focused Search
A specific hire. Full-cycle ownership.
Explore the offer 02Project-based
Shortlist Search
Better people to interview. Your team owns the finish.
Explore the offer 03Monthly engagement
Fractional Recruiting
Ongoing recruiting capacity embedded in your team.
Explore the offer 04Custom scope
People & Hiring Infrastructure
Build it. Staff it. Hand it off.
Explore the offer
Founder-led by design
Recruiting from the operator’s side of the table.
Alex Merino spent 20+ years hiring, training, managing, and building teams through hospitality and operations, has worked in dedicated recruiting since June 2021, and established Sourcce in September 2025.
That means he understands hiring as someone who has had to run the team, train the person, manage performance, and live with the decision afterward. Clients work with a small team, with Alex personally involved in the candidates Sourcce presents.
Meet Alex and the thinking behind Sourcce3,000+people in Alex’s professional network, with especially deep connections in software engineering.
Before we talk
Sensible questions, direct answers.
What kinds of roles does Sourcce recruit for?
Our strongest territory is software engineering, technical, SaaS, and professional roles—specialized work where the right people can be identified, approached, and thoughtfully evaluated.
Where does Sourcce recruit?
We recruit US talent for US companies and LATAM talent for companies hiring internationally. We can support other international searches when the role and market are a strong fit.
How does a search begin?
With a thorough kickoff about the work, the team, the manager, the environment, and what success actually looks like. The point is to gather enough context to own the search without consuming your week.
How is Sourcce different from a traditional staffing agency?
Founder involvement, deliberately small shortlists, personally screened candidates, clear context behind every recommendation, and human judgment throughout the process. AI supports research and administration so the team can focus more attention on people and decisions.
How does pricing work?
Focused Search is success-based. Shortlist Search and infrastructure work are project-based, while Fractional Recruiting is a monthly engagement. Scope is clarified before work begins.
What happens if the hire doesn’t work out?
Focused Search includes a 90-day replacement guarantee, subject to the terms of the engagement. The guarantee provides a replacement search and is governed by those engagement terms.
Does Sourcce provide legal or HR compliance services?
People & Hiring Infrastructure focuses on operational systems, workflows, documentation structure, ownership, and handoff. Employment law, payroll, benefits, regulated compliance, and legal review remain with the client’s qualified specialists.
Does Sourcce use AI to interview or reject candidates?
Every candidate interview, evaluation, advancement or rejection decision, and client conversation is handled by people. AI supports research, market mapping, organization, and repetitive administration.
Start with the role
Tell us who you’re trying to hire.
Start with what you need, what is making the search difficult, and how much of the process you want us to own. We’ll recommend the most useful next step.
Tell us who you’re trying to hire