Sr. Sourcer, Corporate
Databricks · San Francisco, California · Recruiting · listed September 3, 2026
The shape of it
Seniority
Senior
Experience asked
6+ years
Where
Not stated
Stated pay
$125,000 – $171,950 USD
Requirements listed
7
Length
1,704 words
In the posting’s own words
Drive the identification, engagement, and alignment of top-tier talent across corporate functions, with a primary focus on leadership hiring (Manager level through VP/Executive). In this role, you will act as a strategic partner to business leaders and recruiting partners, delivering a high-touch, consultative sourcing experience.
What it asks for · 7
- Experience: 6+ years of specialized sourcing or talent acquisition experience, with a proven track record of identifying and engaging corporate talent from Manager up to VP level.
- Utility Player Mindset: High adaptability and comfort with ambiguity; ability to pivot seamlessly between different corporate functions, role types, and evolving business needs.
- Stakeholder & Candidate Engagement: Demonstrated ability to build credibility and establish strong relationships with passive candidates across varying career stages.
- Strategic & Conceptual Mindset: Able to synthesize market data, map target organizations, and translate business needs into actionable sourcing strategies.
- Resourcefulness & Drive: A track record of being scrappy, creative, and proactive in surfacing hard-to-find talent within tight timelines.
- Organization & Agility: Strong prioritization skills to manage multiple leadership searches simultaneously in a fast-paced environment.
- Technical & Sourcing Tools: Proficiency with modern sourcing tools, CRM platforms, ATS systems, and talent intelligence platforms.
What the job covers
- Search Strategy & Market Mapping: Build and execute comprehensive sourcing strategies to identify, map, and engage high-caliber talent across various corporate functions (e.g., HR, Finance, Legal, Marketing, Operations).
- Cross-Functional Versatility: Act as a flexible "utility player" across the TA team, comfortably shifting focus across different business areas, candidate levels, and emergent search priorities without missing a beat.
- Pipeline Development & Diversity: Proactively cultivate deep, diverse talent networks to support current and future leadership needs while advancing our commitment to a diverse global workforce.
- Candidate Engagement & Relationship Building: Gain the trust of passive prospective candidates, articulate our value proposition, and successfully convert them into active candidates across Manager, Director, and Executive levels.
- Calibration & Intelligence: Partner with hiring managers and recruiters to calibrate candidate profiles, share market research, and provide insights on industry talent trends.
- Rigorous Screening: Conduct thorough initial assessments and screens to evaluate prospective candidates against functional needs, leadership capabilities, and our hiring bar.
- Data & Search Progress: Track and leverage sourcing metrics, market feedback, and candidate data to refine sourcing tactics and present updates during search reviews.
- Knowledge Sharing: Continually contribute to the team’s knowledge base by sharing competitive landscape mapping, market conditions, and target company research.
Tools and skills named
Operations & finance
- Recruiting3×
Go to market
- Pipeline generation2×
Ways of working
- Cross-functional2×
Words the posting leans on
- talent16×
- sourcing14×
- market11×
- search9×
- corporate8×
- manager8×
- business7×
- leadership7×
- data6×
- mapping5×
- build4×
- corporate functions4×
- different4×
- diverse4×
- engagement4×
- experience4×
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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