LinkedIn Talent Sourcing Strategy

Added Jul 2026 3 design docs

A small Indian D2C brand with 28 people cannot afford a recruitment agency retainer or a paid job board, so when the founder posts an opening it usually goes one of two ways: 400 unrelated applications arrive within a week, or nobody suitable applies at all. Sourcing is the skill that fixes both. Instead of waiting for the right people to walk in, a sourcer goes out, works out where those people currently sit, writes search language precise enough to find them, and then earns a reply from strangers who were not looking for a job that morning.

The intern builds the entire sourcing strategy for Nilaya Skincare, a fictional three-year-old skincare brand in Bengaluru hiring three roles with a ₹0 recruitment budget. Working only on the free tier of linkedin, they write role intake briefs, build a library of 18 boolean search strings, map the talent market onto a one-page canva visual, and assemble a 60-profile longlist in an excel workbook where every candidate is stored as an anonymised code with a formula-driven fit score. They then run a controlled outreach experiment with two message variants across 15 real touches, log reply rates, draft a 12-post employer brand calendar, and write the findings into a 14 to 18 page playbook in google-docs.

The project builds exactly the toolkit talent acquisition teams interview for: boolean search, talent market mapping, candidate personas, measured outreach copy, funnel metrics and the data ethics of handling other people's public information. Because the intern can show a reply rate they actually earned rather than a theory they read, the playbook works as portfolio evidence for recruitment, HR generalist and even sales development roles, where the same prospecting muscles apply.

Related projects

Job Description and Interview Kit for Five Roles

Scroll any Indian job board and the same job description appears a hundred times: a young and dynamic candidate, excellent communication skills, salary as per industry standards, roles and responsibilities as assigned by management. It tells a candidate nothing, attracts the wrong applicants, and leaves the interviewers with nothing to interview against, so the panel falls back on gut feel and hires whoever reminded them most of themselves. Bad hiring almost always starts with a badly written job description. The intern fixes that for Rasoi Rocket, a fictional Hyderabad cloud-kitchen startup growing from 12 to 30 people and hiring for five very different roles. They code 20 real public job postings on linkedin into a benchmark matrix in excel, build a competency dictionary with four-level behavioural scales, then write five role dossiers in google-docs, each following one identical anatomy: a plain-language job description with a disclosed pay band, five mapped competencies, a structured eight-question interview guide, a work-sample task under 45 minutes with its marking key, and an anchored scorecard. A panel debrief protocol and five careers-page role cards in canva complete the kit. This project trains the two skills that separate a real recruiter from a resume forwarder: writing so a stranger can self-select, and structuring an interview so two panellists reach the same conclusion from the same evidence. Along the way the intern learns competency mapping, work-sample design, inclusive language and interview fairness rules, all of which show up directly in talent acquisition and HR generalist interviews.

human-resourcescanvaexcelgoogle-docs+1

PRD · HLD · LLD includedView

BusinessEasy

HR Policy Handbook for an Early Stage Startup

Most Indian startups cross twenty employees before anyone writes down a single rule. Leave requests live in a WhatsApp group, two people believe sick leave is unlimited, someone has been on probation for eleven months because nobody remembered to confirm them, and the founders answer the same six questions every month with slightly different answers each time. The cost is not paperwork; it is that twenty-eight people are quietly operating on twenty-eight different assumptions about how the company works. The intern writes the first employee handbook for Nilgiri Naturals, a fictional two-year-old Bengaluru skincare brand with 28 staff across an office, a packing unit and a field team. They build fourteen policy modules in google-docs using one repeatable seven-part anatomy, anchor each to the statute or state rule it derives from, maintain a policy register in excel that flags overdue reviews automatically, design a two-page quick reference card in canva, assemble a searchable policy hub in notion, and write the rollout memo and acknowledgement form that turn a document into a practice. Writing policy forces a rare kind of precision: the intern learns to convert a vague intention into a numbered rule with a named approver, to read a labour statute and translate it into plain language, and to defend every choice in a decision log. These are the exact skills an HR generalist, a founder's office associate or a compliance analyst is hired for, and the handbook itself is a portfolio piece a recruiter can read in five minutes and judge instantly.

human-resourcescanvaexcelgoogle-docs+1

PRD · HLD · LLD includedView

BusinessEasy

Workplace Culture Audit

Two teams can offer the same salary, the same designation and the same working hours, and still one of them loses half its people in a year while the other has a waiting list. The difference is culture, and in most small Indian organisations culture is discussed endlessly in corridors but never actually measured. When someone resigns, the exit conversation produces a polite reason and no data, so the same problem repeats with the next hire. An audit changes that by turning vague complaints into scored dimensions that a founder can act on. The intern runs a full culture audit for one real host organisation, such as a college society, a student-run venture or a small local business, with written permission and complete anonymity for respondents. They design a 30-item anonymous survey in google-forms mapped to six culture dimensions, gather at least 45 responses, run four listening sessions, and build an excel workbook that cleans the data, computes a weighted Culture Health Index out of 100, calculates an employee net promoter score and produces a red-amber-green heatmap by team and tenure. The findings become a 16 to 20 page audit report drafted in google-docs, a one-page scorecard, a 90-day action plan of nine costed interventions, and an eight-slide leadership readout designed in canva. The project teaches the intern survey instrument design, Likert scale analysis, qualitative theme coding, sub-group comparison and the discipline of presenting uncomfortable findings without naming individuals. Employee engagement and culture measurement are exactly what HR business partner and people analytics roles hire for, and an audit report with a real index, real quotes and a costed action plan is far more persuasive in an interview than a claim of being a people person.

human-resourcescanvaexcelgoogle-docs+1

PRD · HLD · LLD includedView