Talent Acquisition Sourcer

The Talent Sourcer play s 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 ha ve 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 sourcing techniques and tools. Leverage online platforms, job boards, social media, professional networks, and other resources to identify individuals with the required skills and experience for specific roles.
• Research and Market Analysis
  Research to understand talent availability, competitor activity, and best practices in sourcing. Use insights to identify potential talent pools and develop effective sourcing strategies. Advise Talent Acquisition and Hiring Managers on market trends and sourcing strategies.
• Candidate Engagement
  Initiate contact with potential candidates and engage them in conversations about job opportunities through email, direct messaging, or phone calls. Assess their interest, qualifications, and alignment with the organization while providing information about open positions and the company culture.
• Employer Branding
  Support employer branding efforts by effectively communicating the company’s values, culture, and career opportunities to potential candidates, helping position the organization as an employer of choice.
• Candidate Screening and Assessment
  Review resumes, evaluate candidate qualifications, and conduct initial screenings to determine suitability for specific roles based on skills, experience, and cultural fit.
• Talent Pipeline Management
  Build and maintain a pipeline of potential candidates for current and future openings. Keep accurate records of candidate information, interactions, and progress using a CRM or similar tracking tools.
• Collaboration with Hiring Teams
  Partner with recruiters, hiring managers, and other stakeholders to understand job requirements, target profiles, and align sourcing efforts with the overall talent acquisition strategy. Provide regular updates on sourcing activities and candidate pipelines.
• Data Tracking and Reporting
  Monitor and analyze key sourcing metrics, including candidate volume, conversion rates, and time-to-fill. Use data to measure performance, refine sourcing strategies, and continuously improve the recruitment process.

Academic Background

• Bachelor’s degree in Human Resources, Business Administration, or a related field, or 4 years of sourcing experience in place of a degree.

• English proficiency at a B2+ level or higher.

Professional Experience

• 5+ years of direct sourcing and recruiting experience for the U.S. market.

• 3+ years of experience recruiting mid- to senior-level roles.

• 3+ years of experience sourcing candidates through social networking platforms and using advanced sourcing techniques (e.g., Indeed, HiredEZ, X-ray, FlipSearch, Boolean Search).

• Hands-on experience working with applicant tracking systems (ATS) — Workday preferred.

• Proven ability to identify and engage passive candidates proactively.

• Experience conducting behavioral-based interviews.

• Demonstrated success consulting with and influencing hiring managers throughout the recruitment process.