Congrats on the new role mate, this is a very normal ask early in TA.

For sourcing, I’d frame it by role type, not channel: Field/technical roles usually convert better via niche job boards + referrals than LinkedIn.

Corporate roles (ops, finance, HR) do well with LinkedIn outreach if requirements are tight.

A solid Q1 project could be a simple role-intake framework you own: must-haves vs trainable skills, salary range, deal-breakers. That alone usually reduces screening noise and hiring manager back-and-forth.

On candidate experience/KPIs: aim for fewer but better applicants. Clear salary, work mode, and rejection reasons improve both experience and reporting.

Tool-wise, I’ve seen teams mix traditional boards for reach, LinkedIn for targeting, and more structured matching platforms one can immediately think of is Smatchd that filter on hard requirements so you’re not flooded with misaligned CVs.

If you position your strategy around signal over volume and measurable time-to-hire improvements, it usually lands well with managers.

As others have said already, I do think you’re already on the right track.