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The role has been open for six weeks.
The applications keep coming.
You still haven’t found one person you would trust with the work.
That’s because you’re screening the wrong pool.
LinkedIn's own breakdown puts active job seekers at roughly 25% of the workforce. The other 75% are either open to the right conversation or asking their network, and not one of them is filling out your application form.
Call it The Available Pool
A job post only reaches people who are available right now. Available and capable are two different lists, and the overlap is smaller than anyone wants to admit.
You probably already suspected that. The problem is what it takes to fix it.
Reaching the other 75% means identifying people who are currently employed, in a market you do not know, then approaching them cold and giving them a real reason to take the call.
That’s not an afternoon on LinkedIn. That’s a full-time job.
It’s the job our recruiters do all day
When you send us a role, our recruitment specialists go hunting.
They build a list of people sitting inside places like Deloitte, McKinsey, Amazon and OpenAI in the regions we source from, and they approach them directly.
They don’t just wait for an application.
You see, we run four distinct recruitment funnels that include: job boards, headhunting employed talent, region-specific content, and referral partners.
Most recruiters run one funnel (usually the job board).
Here’s what that produces:
One of our placements last year was trained inside a Big Four practice in Eastern Europe.
Seven years running reporting and process for teams larger than most of our clients'.
Fluent English
Full overlap with the US East Coast afternoon.
Had never applied for a job anywhere.
We found them, made the introduction, and our client hired them directly at under $4,000 a month.
The US median for a general and operations manager is $111,190. Same work. That pay is market-related where they live, not a discount on their ability.
The obvious question: if they are content where they are, why would they move?
Because for a strong operator in Belgrade or Bucharest, a role with a US company is the biggest career step on the board, and almost none of them can reach it on their own.
That is the entire edge!
Half our clients hire one of the first candidates we show them.
And one of the main reasons is simply because we have real people hunting in a pool you cannot reach from a job post.
If your last search produced a folder of applications and no hire, reply with the role you are trying to fill or book a call with one of our recruitment specialists below.
I will tell you which region we would hunt in and what it costs to hire there.
Until next time,
The Go Carpathian Team
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