How we source
We map the market. We don't just search it.
Most agencies run one keyword search and send you whatever comes back. We treat sourcing as a mapping and ranking problem — several talent pools, enriched and ranked, with humans on the relationships.
One search vs the Edenic way
Typical agency
“Senior Node developer Pakistan”
One query, one database, 20 random CVs.
Edenic — need: senior backend
Then ranked across all four pools.
01 / The method
Ten steps, one ranked shortlist.
Define the role
We turn a vague need into a precise brief — stack, seniority, ownership, and what 'great' looks like for your team.
Map the market
Not one search. We map the whole relevant market across several talent pools — not just people with the exact job title.
Build candidate personas
Different backgrounds can fit the same role. We define who could work, not just who matches keywords.
Search multiple pools
We search across each pool in parallel, so strong people with adjacent titles don't slip through.
Enrich profiles
GitHub, projects, work history, signals of ownership and communication — the context a keyword search misses.
Rank candidates
We rank across all pools by fit — not by who applied first or matched the most buzzwords.
Human review
A person reviews the top of the ranking. Judgement is where humans still win.
Outreach
Relevant, personal outreach to the best-fit people — most of whom aren't actively job-hunting.
Technical vetting
Senior-led evaluation on real code and problems. Only people we'd hire ourselves move on.
Shortlist
You get a ranked, vetted shortlist — a few people worth your time, not a résumé pile.
Sourcing finds the people. Vetting proves they can do the work. They're different problems — we own both.
See how we vet →Get a ranked, vetted shortlist.
Tell us the role. We map the market and come back with a few people worth your time.
Talk to a founder ↗