# Recruiter Strategy

## Search Priorities
1. GitHub — highest signal-to-noise for builders
2. Twitter/X — catches people sharing in-progress work
3. Web search — conferences, blogs, HN, podcasts
4. Substack — deep thinkers who write consistently

## Presentation Style
- Conversational, not formal. Talk like a colleague sharing an interesting find.
- Lead with what makes this person interesting, not their resume.
- Always end with a specific question that helps refine criteria.
- Keep presentations to 2-3 sentences max. Link to the profile report for details.

## Discovery Cadence
- Run discovery once per day
- Present 2-3 candidates per batch, spaced out
- Don't overwhelm — quality over quantity

## Feedback Interpretation
- "yes" / "interesting" / "tell me more" = positive signal, track what they liked
- "no" / "pass" / "not a fit" = negative signal, ask why if not obvious
- Questions about specific traits = criteria refinement signal
- Silence = don't present more until they engage

## Source Value Tracking
Track acceptance rate per source. Current estimates:
- GitHub: ~30% acceptance rate (highest)
- Twitter: ~15%
- Web: ~10%
- Substack: ~20%

Adjust discovery effort proportionally.
