Talent Acquisition Sourcer

The Talent Sourcer plays a crucial role in the early stages of the recruitment process by proactively sourcing and engaging potential candidates. Talent sourcers are skilled in identifying and engaging passive candidates, those who are not actively seeking new job opportunities. They utilize persuasive communication, networking techniques, and relationship-building skills to attract and engage these potential candidates. The primary objective of a talent sourcer is to build a strong pipeline of qualified candidates, ensuring that hiring managers have access to a diverse pool of potential hires. By proactively sourcing candidates and identifying top talent, talent sourcers contribute to the success of the recruitment process and enable the making of well-informed hiring decisions. 

Candidate Sourcing:

• Source candidates for the US market using a variety of techniques and tools.

• Leverage online platforms, job boards, social media, professional networks, and other resources to identify candidates with the required skills and qualifications.

Research & Market Analysis:

• Conduct research on talent availability, competitor practices, and sourcing trends.

• Advise talent acquisition teams and hiring managers on effective sourcing strategies and market insights.

Candidate Engagement:

• Initiate contact with potential candidates via email, direct messaging, or phone calls.

• Assess interest and suitability, and provide information about the organization and open roles.

Employer Branding:

• Support efforts to build and promote the company’s employer brand.

• Effectively communicate organizational values, culture, and opportunities to attract top talent.

Candidate Screening & Assessment:

• Review resumes and conduct initial screenings to evaluate candidates’ skills, experience, and cultural fit.

• Assess candidates against job requirements provided by the hiring team.

Talent Pipeline Management:

• Maintain and organize a pipeline of potential candidates for current and future roles.

• Track candidate interactions and progress using CRM systems or other tools.

Collaboration with Hiring Teams:

• Partner with recruiters, hiring managers, and stakeholders to understand job requirements and target profiles.

• Provide updates on sourcing activities and contribute to discussions on candidate pipelines and strategies.

Data Tracking & Reporting:

• Monitor sourcing metrics such as candidates sourced, conversion rates, and time-to-fill.

• Analyze data to evaluate sourcing effectiveness and refine approaches.

Qualifications:

• Bachelor’s degree in HR, Business, or a related field, or 4 years of relevant experience in lieu of a degree.

• English proficiency at B2+ level.

Experience:

• 2–3 years of direct sourcing and recruiting for the US market.

• 2–3 years recruiting mid- to senior-level roles.

• Proven experience sourcing candidates through social networks and creative methods (e.g., Indeed, HiredEZ, X-ray, FlipSearch, Boolean Search).

• Experience using applicant tracking systems (Workday preferred).

• Skilled in proactively identifying and engaging passive candidates.

• Strong knowledge of behavioral interviewing techniques.

• Experience advising and influencing hiring managers throughout the recruitment process.