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Targeted search brief
Define the role, vertical, markets, languages, seniority, compensation, location, and must-have experience before the search begins.
Targeted talent sourcing
High-Risk Talent Sourcing
Active candidate search for difficult, confidential, specialist, and vertical-specific roles.Built for high-risk online businesses that need more than another public vacancy.
Forex iGaming Crypto Payments Nutra Adult
Why targeted sourcing
Some roles need active search, not another public vacancy.
Public listings work for broad hiring demand. Targeted sourcing is for narrow candidate pools, specialist experience, confidential replacement searches, language requirements, and roles where the strongest candidates may not be actively applying.
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Active candidate search
Search beyond inbound applications across relevant operators, providers, professional networks, locations, and adjacent talent pools.
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Relevant shortlist
Receive candidates selected against the actual brief, with clear context on why each profile may fit the role.
Search coverage
Roles commonly handled through targeted sourcing.
The search is shaped around the real requirement: vertical, product, market, language, systems, location, seniority, and operating responsibility.
Sales & BDM
Targeted sourcing for conversion, merchant acquisition, account management, business development, and team leadership profiles with relevant market experience.
Retention & VIP
Search for retention, VIP, customer success, and account-management people with the right customer segment, language, and product background.
Support & Operations
Source support, onboarding, QA, call-center, and operations people familiar with the required workflow, shift model, systems, and customer environment.
Affiliate & Traffic
Find affiliate managers, media buyers, lead-generation specialists, and traffic partners with relevant channels, geographies, and operating experience.
Payments & Risk
Search for PSP sales, merchant onboarding, payment operations, fraud, chargeback, risk, and compliance profiles with direct sector experience.
Tech & Product
Source technical and product people against the actual stack, platform, integration scope, deployment responsibility, and vertical experience.
Sourcing process
A focused route from search brief to shortlist.
Each search starts with a defined requirement and ends with a relevant shortlist and reviewed introductions.
Define the search
Set the role outcome, vertical, markets, languages, seniority, compensation, location, reporting line, and essential experience.
Identify the candidate market
Map the relevant companies, professional networks, locations, language groups, adjacent sectors, and realistic talent pools.
Build the shortlist
Review profiles against the agreed brief and retain only candidates with a clear reason to fit the role.
Arrange introductions
Move to direct contact when the employer and candidate understand the opportunity, expectations, and privacy boundaries.
When to use it
Targeted sourcing is for roles that are difficult, narrow, or confidential.
It is useful when suitable candidates are not responding to public listings, when the required background is highly specific, or when the employer does not want to expose the search broadly.
InVault can narrow the search around vertical experience, target market, language, location, product knowledge, systems, seniority, and the actual responsibility of the role.
Hard-to-find experience
The role requires a specific vertical, product, market, language, technical stack, or commercial background.
Confidential search
The employer needs to replace, expand, or restructure a role without publishing sensitive company details.
Narrow requirements
Only a limited number of candidates are likely to match the location, compensation, seniority, and operating context.
What you receive
A relevant shortlist, not a pile of unrelated CVs.
Every search is tied to the agreed role, vertical, market, language, seniority, location, compensation, and experience requirements.
For deeper checks before hiring or granting sensitive access, review our guide to vetting high-risk hires and contractors.
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Defined search scope
The search is tied to an agreed role, market, language, seniority, location, compensation range, and experience requirement.
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Relevant candidate profiles
Profiles are selected for the specific search rather than forwarded from a generic CV pool.
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Shortlist context
Each shortlisted profile includes a clear explanation of the experience and background relevant to the role.
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Controlled handover
Direct introductions happen after the opportunity, fit, and next step have been reviewed.
Connected hiring routes
Sourcing works alongside InVault Jobs and the Talent Desk.
Browse InVault Jobs for current public opportunities. Use targeted sourcing when a role requires active search, narrow experience, or confidential handling.
The InVault Talent Desk handles the broader employer and candidate intake route, while this service focuses on actively identifying candidates for a specific role.
Current opportunities
View current roles across sales, iGaming, payments, affiliates, technology, product, and Crypto/Web3 in InVault Jobs.
Employer requests
Employers can request candidates and provide the role, vertical, market, language, location, compensation, and urgency.
Candidate and desk route
Candidates can submit a CV. Broader private hiring requests and candidate intake are handled through the Talent Desk.
Targeted talent search
Need a focused search for a difficult high-risk role?
Send the role, vertical, target market, languages, location, compensation, seniority, must-have experience, and urgency.
Targeted search · Relevant shortlist · Controlled introductions
Targeted talent search
Relevant shortlist
Relevant shortlist