When you are sourcing for a tech role on Get on Board, a passive candidate is a professional who is currently employed and not actively looking for a new job. They are not browsing postings, so you have to reach them — and give them a reason to move.
Why compensation works differently for them
An active candidate is already comparing offers; a passive one is comfortable where they are. They already have a salary, so matching the market is not enough — your offer has to clear what they earn today plus a reason to take the risk of switching. That usually means reaching toward the acquisition end of your range rather than the middle.
Passive vs. active candidates
- Active: in the market now, responsive to postings, comparing several options.
- Passive: employed, not searching, reachable mainly through direct outreach and a compelling offer.
Most senior and scarce-skill hires are passive, which is why sourcing them costs more and takes a stronger pitch.
How Insights Pro and Talent Database fit in
Insights Pro’s acquisition value is calibrated for exactly this scenario — what it takes to attract someone who is not looking. Get on Board’s Talent Database lets you proactively invite passive professionals, and a strong invitation message makes that outreach land.
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