Deploy a Diversity Sourcing Agent and Build Every Slate From Day One
The AgentWorks Diversity Sourcing Agent widens where your search starts: it reviews each job posting for language that turns candidates away, sources from diversity-focused job boards and professional networks, runs the outreach, and writes the record of every step. Your recruiters stay on the phone with candidates and client companies, and the slate your client sees came from a broader search, not a scramble at the end of it.
What it takes off your plate
Most firms have diversity sourcing goals from their client companies, and most recruiters want to meet them. The process just does not support it. The req comes in, the posting gets written from the last one, and sourcing starts in the same two places it always does. A posting full of "rock star" and "aggressive" quietly narrows the applicant pool before anyone reads a resume.
Then the numbers. Candidate flow gets pieced together at report time, when a client asks, or when an audit request lands for a federal contractor client. Someone spends days pulling outreach history out of inboxes and Bullhorn notes, trying to reconstruct who was contacted and why a candidate moved forward. That is recruiter time spent looking backward instead of placing.
What the Diversity Sourcing Agent does, step by step
The communication comes first:
- Reviews the posting. When a new req opens, the Diversity Sourcing Agent reads the draft posting and flags wording that tends to discourage applicants: gendered terms, inflated requirements, jargon that is not part of the job. It suggests plain alternatives, and the recruiter decides what goes live.
- Sources from wider channels. It searches diversity-focused job boards, professional associations and networks alongside LinkedIn and Indeed, using the same skills and requirements the recruiter set for the req.
- Sends personalized outreach. Each candidate gets a message that names their actual work and the role, sent from the recruiter's name, with a follow-up sequence that stops the moment they reply.
- Books the first conversation. When a candidate answers with interest, the agent offers times on the recruiter's calendar and sends the confirmation.
- Keeps passive candidates warm. Candidates who are not ready now get a check-in when a matching req opens, so the next search starts with people who already know your firm.
Then the data work. The agent records every source, every message, every reply and every stage change on the candidate record. Where candidates chose to share voluntary self-identification data, it aggregates the slate composition by req so the recruiter sees it during the search. It never screens, scores or ranks a candidate on a protected characteristic; every candidate moves forward on the same job-related criteria the recruiter and client set.
Where the work is recorded
Everything lives where your team already works. In the CRM and in Bullhorn, each candidate record shows how they were found, what they were sent, when they answered and who made each stage decision, with the reason the recruiter entered. Each req shows its outreach channels and candidate flow, current as of this morning.
That is the record a client company or an auditor asks for, and it is written as the search happens rather than rebuilt later. Your firm's compliance lead and the client's counsel decide what gets reported and how; the agent keeps the file complete for them. For the posting side in more depth, see Your Job Posting Compliance Agent Writes Postings From Your Intake, and for the audit file across all your placements, Your Candidate Record Agent Builds the Audit File as You Recruit.
What your people do instead
Your recruiters do the work only a person can: the first real conversation with a candidate, the read on whether this role fits their life, the honest talk with a hiring manager about why the slate looks the way it does. Selection is theirs and the client's, made on job-related criteria under the firm's approved process.
The Diversity Sourcing Agent keeps the outreach moving and the records current around them. A recruiter who used to spend a day reconstructing candidate flow spends it on candidate calls and client check-ins instead. For broader sourcing on every req, Your Candidate Sourcing Agent Runs the Search While You Take Calls covers the core search. The AgentWorks Diversity Sourcing Agent adds the wider channels and the paper trail.
One next step
Not sure whether diversity sourcing is the first workflow to hand to an agent? The free Industry Assessment shows which workflow an agent should take first in your firm. To see every agent built for recruiting and staffing, visit the recruiting industry page.
See where the Diversity Sourcing Agent would start in your recruiting business.
I'm Paige, the Recruiting ambassador here. The free Industry Assessment reads your website and asks how calls, follow-ups and records happen today, then shows the first workflow worth handing to an agent like this one — and what your team gets back. Leave your email and I'll send the link.
Paige replies from recruiting@agentworksstudio.com. One email with the link — no list, no drip, unless you ask for the weekly letter. Or go straight there →