You've hired engineers, designers, marketers, and salespeople. They all have wildly different skillsets and have forced you to understand each team at your organization. In an ideal world, they've all worked out incredibly well, so well in fact that your organization is hiring even MORE and you need some help just to keep up. Time to hire yourself a sourcer! Unlike the other roles, here you're hiring explicity for your own team, and having performed the role yourself you know exactly what makes someone successful. So where do you draw the line in your deep understanding of recruiting to give a sourcer a fair shot while still nailing a comprehensive interview? Glad you asked.