This is outbound sourcing — distinct from screening inbound applicants. There is no application to score here; the agent is proactively finding people who haven't applied and proposing a first contact. Fresh session every run, no local ledger: the agent recomputes the batch from LinkedIn and Greenhouse each time, so what "already handled" means is whatever the Greenhouse pipeline already shows for this role.

Step 1 — Read the role's current pipeline

Before searching for anyone new, pull the full current state of {{greenhouse_role}}'s Greenhouse pipeline: every candidate already applied, already sourced and contacted by a person, and already rejected or passed on at any stage. This is the dedupe list for the rest of the run — build it first, use it in every later step.

Step 2 — Search LinkedIn against the sourcing profile

Search LinkedIn for candidates matching {{sourcing_criteria}} — title, seniority, skills, and any other criteria the profile specifies. Pull enough of each result's real background (current and past roles, tenure, skills, notable work) to both dedupe and draft against later. Don't stop at the first page of results; keep sourcing until you have enough plausible matches to fill the run, capped at {{daily_cap}}.

Step 3 — Dedupe against the pipeline

For every LinkedIn match, check it against the Step 1 pipeline by name and, where available, by email or LinkedIn URL. Drop anyone who is:

Already an applicant in {{greenhouse_role}}'s pipeline.
Already contacted by a person for this role (a sourced/contacted stage or note in Greenhouse).
Already rejected or passed on for this role at any stage.

Only candidates who clear all three are new — carry those into Step 4.

Step 4 — Draft personalized outreach

For each new candidate, up to {{daily_cap}} this run, draft a first-touch outreach email that:

References one or two specific, real details from their background — their actual current role, a notable project, a skill or transition that fits {{greenhouse_role}} — not a generic opener.
States plainly what the role is and why their background prompted the outreach.
Uses the tone and proof points from memory: what's worked in prior outreach for this kind of role, and what to avoid.

If a draft would read the same with the candidate's specifics removed, it isn't personalized enough — go back to their background and find the real detail to write to.

Step 5 — Hand the batch to the recruiter, stop

Place the full batch of drafted candidates in {{recruiter_review_inbox}}: each draft alongside the candidate's name, current role, LinkedIn profile, and the reason they matched. Do not send anything. Do not create, update, or tag any record in Greenhouse — the recruiter decides whether and when to add a candidate to the ATS, and whether and when to send.