Building a Passive Pipeline—Modern Sourcing for a Post-Pandemic World
Client: Large Integrated Healthcare Network
Client Challenge
After COVID-19, a major healthcare network faced a severe RN shortage and lacked an internal sourcing function. They needed to quickly find passive candidates and boost their talent pipeline for generalist RN roles across hospitals, rehab centers, home healthcare, and doctor’s offices.
The internal recruitment team had never worked with talent research before. Relying solely on two pre-budgeted resume databases and lacking an outreach strategy, the team was at a disadvantage.
Key Obstacles
- Severe post-COVID RN shortage
- No internal sourcing capability
- Inexperience team with working with sourcers
- Limited to two pre-budgeted resume databases
- No candidate outreach strategy
- Urgent need to rebuild RN talent pipeline across care settings
Our Approach
DoubleStar embedded a dedicated sourcing consultant into the nurse recruitment team. The initial goal was research—delivering qualified resumes to recruiters. We worked closely with the team to prioritize locations and identify high-need areas.
This project also required a mindset shift. While TA leadership supported sourcing, most recruiters had never used it. We helped them see the value of sourcing passive candidates who wouldn’t apply on their own..
Phase One: Building the Foundation
- Initial 3-month pilot extended to 7 months
- Over 2,000 RN resumes collected
- Although a significant pipeline was created, limited tools hindered the development of an even more robust pipeline
- With only cold leads, recruiter follow-through hindered outreach and results
- 22 hires made from the research pipeline
Phase Two: Optimizing the Process
- Added new sourcing platforms to expand reach
- Our consultant began warm outreach, handing off engaged leads, this was a shift from passive delivery to proactive engagement
- 39 additional hires were made
Phase 3: Scaling the Model
- Sourcing support expanded across departments and roles
- Additional researcher added to handle demand
- Intake process standardized with a request form for 30+ recruiters
- An additional 262 hires made (and counting) through the research pipeline
Results
This partnership helped the client build a scalable, modern sourcing function from the ground up. What started as a stopgap effort to support RN hiring turned into a long-term sourcing model embedded within the talent acquisition function.
Highlights:
- 24,000+ prospective candidates identified
- 300+ hires made through research
- 50+ sourcing requests completed in 2025 alone
- Continued buy-in and engagement from new TA stakeholders
Key Takeaway
Introducing sourcing into an organization unfamiliar with thefunction takes more than just process—it takes patience,education, and partnership. By embedding a researcher intothe recruiting workflow and gradually expandingcapabilities, DoubleStar helped this client evolve fromreactive hiring to proactive talent engagement.