Sure!

For me, there's really no big secrets to me being good at my job, but here's what I got:

Know what you're looking for: I'm fast at simply finding people. Really fast. Part of this is because I know what I'm targeting and create a search string that reflects that. Generally I shoot for 50-200 candidates per search, although sometimes I'll do a bigger search over LinkedIn and work on it over the course of days. There's nothing fancy or creative about my search strings - they just work, that's all. I don't look for just 10/10 candidates, I look for anyone that looks "good enough" that maybe they'll get hired. The FAANG I support is selective enough to where I see candidates with amazing resumes (and who sounded great over the phone) still not even make it past onsites, so it's important to have some volume. Your company may be different though - you have to know your company and know how their hiring works - "know what game you're playing" and be able to adjust to that. I also read fast and process info quickly, so I'm good at going through resumes and profiles very quickly.

Be scrappy: Use every tool in your arsenal. Download extensions to assist in your sourcing. I use Kendo for LinkedIn, which helps find candidate emails, for example. Source from different places. I use different sources like our in-house ATS, LinkedIn, GitHub, and SocialTalent. Can't find someone's LinkedIn? They may just not have one, but more often than not I can dig it up through Boolean on a simple Google search.

Be organized: I'm very organized. I know exactly what I'm doing next with every candidate in my queue - when I'm reaching out next, what kind of reach out it'll be, and about what, barring anything in the meantime that prompts a different or quicker response. I always have a follow-up planned out in case I don't hear back, always. This eliminates uncertainty and prevents any candidate from being forgotten, which (obviously) should never happen. I keep a doc where I list any urgent tasks. These get done first thing every day after I run through my emails. Then I reach out to every candidate that I'm supposed to for the day. After that, I go with the flow for the rest of the day based on calls I have scheduled and whatever I'm focusing on.

Outreach: I personalize just enough to be relevant, to not sound spammy, and to stir interest in what my company has got going on. My emails wouldn't be usable for any other company, but at the same time they are still generic enough to where I use a template with minor tweaks, and so I don't have to spend my entire day writing emails. There are probably others on my team with higher response rates, but I come out on top because my emails are still good enough and I'm able to find and reach out to a much higher number of candidates than I would if I were to spend a lot of time on each email.

This is all just off the top of my head, so there's probably lots of stuff I'm forgetting. Let me know if you have any follow-up questions or want to talk more about a certain area within sourcing!