A typically early stage of a talent acquisition process which is dominated by candidate search and identification of potentially attractive candidates, but which typically excludes actual engagement of candidates (recruiting) except to obtain clarifying information. Candidate sourcing activity typically ends once the name, job title, job function and contact information for the potential candidate is determined by the candidate sourcer. To further develop a list of names that were sourced some companies have a second person then reach out to the names on the list to initiate a dialogue with them with the intention of pre-screening the candidate against the job requirements and gauging the interest level in hearing about new job opportunities. This activity is called “candidate profiling” or “candidate prescreening.” The actual act of sourcing for candidates is performed by either a recruiter (be it an internal corporate recruiter or agency recruiter) or a dedicated recruiter just focused on the sourcing function (called a sourcer). A third-party recruitment agency or corporate recruiting department may be made up of individuals dedicated to just the sourcing of candidates while recruiters can either focus on more account management responsibilities or leverage sourcing experts to supplement an additional volume of potential candidates. An increasing number of agencies and corporate recruiting departments outsource this work to a Recruitment Process Outsourcing vendor. In some situations a person that “sources” candidates can and will perform both ‘primary’ and ‘secondary’ sourcing techniques to identify candidates as well as the candidate profiling to further pre-screen candidates, but there is a growing professional specialization of the roles “telephone sourcing”, “internet sourcing/researching” and candidate profiling.