Senior Technical Sourcer II

The shape of it

In the posting’s own words

As a Senior Sourcer II, you’ll own sourcing strategy across multiple engineering teams and the orgs behind them, partnering directly with Directors and VPs to define what great looks like before a search opens. You’ll set the talent mapping and market research approach for the orgs you support and win stakeholder buy-in.

What it asks for · 7

• A track record owning sourcing across multiple teams or a whole org, not a set of individual requisitions.
• Experience partnering directly with Director- and VP-level stakeholders, including influencing what they search for rather than only executing it.
• Fluent enough in comp bands and candidate motivation to pre-qualify early and reset unrealistic expectations before a candidate enters a loop.
• Has changed how a team sources — a process, a tool, a pitch, a pipeline — and can show what moved as a result.
• Has mentored sourcers or recruiters, and can point to people who grew because of it.
• Deep technical market knowledge across engineering, data, product and AI, including where the talent actually sits.
• Fluent in modern sourcing and CRM tooling, and comfortable using data to argue for a change in direction.

Also a plus

• Experience building a sourcing function, playbook, or onboarding path from scratch.
• Experience owning a team’s sourcing metrics and reporting them to leadership.
• Experience sourcing for AI/ML, agentic AI, or other emerging technical domains.
• Experience sourcing across multiple geographies (e.g., US, Canada, LATAM).
• Experience contributing to employer branding, talent marketing, or community-building initiatives.

What the job covers

• Own sourcing strategy for multiple teams and the orgs behind them, typically partnering with several Directors or VPs.
• Define and implement talent mapping and market research for the orgs you support, and secure stakeholder buy-in for the approach.
• Autonomously scope and land ambiguous projects across the team, identifying risks early and mitigating them before they surface.
• Own and evolve the team’s pitch and build engagement resources other sourcers adopt.
• Coach hiring managers on what the ideal profile looks like for the next stage of their organization, and propose additional assessments or panelists where a loop has gaps.
• Use reporting to diagnose complex hiring problems and drive the resulting changes through.
• Define and modify interview processes to lift conversion or reduce time to fill.
• Continuously hone the team’s pitch and create engagement resources other sourcers adopt.
• Mentor sourcers and enable others to mentor, acting as the go-to expert on the team.

Tools and skills named

Words the posting leans on

• sourcing8×
• experience7×
• sourcers6×
• orgs5×
• talent5×
• multiple4×
• pitch4×
• directors3×
• engagement resources3×
• leaders3×
• office3×
• point3×
• sourcers adopt3×
• approach2×
• build2×
• builders2×

Counted from the posting after the mission statement and the legal notices are set aside. The ones near the top are the ones a screener is looking for.

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