Talent Sourcer
Job description
About the role
The team expands rapidly and rebuilds its sourcing function, and this role defines how great builders are found before they seek new opportunities. You convert research and signals into precise outreach and structured profiles so hiring teams can act with context.
People teams handle hiring, development, and employee experience. Recruiters find and screen candidates. HR partners advise managers on policy and performance. People operations run payroll, benefits, and compliance. The work requires discretion, fairness, and clear communication. People teams support employees through every stage, from hiring to exit. Most companies run structured processes for reviews, compensation, and policy changes.
Key facts
What you'll do
Top-of-funnel ownership shapes candidate pipelines for engineering, product, design, and go-to-market roles, and "qualified" is defined before outreach starts.
Research corpora, GitHub, LinkedIn, niche communities, and referral networks surface exceptional engineers, designers, and operators who are not broadcasting, and these people enter conversations before they look for new work.
Precise, respectful, and relevant outreach messaging earns replies or teaches the team something new, with no generic templates used.
Funnel instrumentation tracks source quality, response rates, and pipeline health, and underperforming channels are retired in favor of what works.
Collaboration with the Talent Engineer turns manual work into systematized automation while preserving sourcing quality and insight.
Every candidate interaction protects and represents the Bobyard brand, because each touchpoint is a first impression of the company's identity and mission.
Requirements
The posting states a bachelor's degree requirement. Two to four years of sourcing or recruiting experience focused on technical roles within early-stage startups.
Rapid fit hypothesis formation from resumes, GitHub profiles, and LinkedIn pages reduces time-to-hire for specialized roles.
Thoughtful writing produces outreach that generates replies without relying on volume or generic templates.
Comfort with undefined workflows leads to documentation of processes after discovering how work is done.
Data literacy guides pipeline and conversion analysis, and metrics drive continuous improvement in sourcing quality.
Familiarity with Ashby as an ATS and LinkedIn Recruiter integrates tools into daily workflows.
Exposure to construction, trades, or technical industries is a bonus when evaluating hard-to-fill roles.
Practical notes
The role operates full-time in person in San Francisco with a competitive base and meaningful equity tied to performance.
Typical interview steps
People team interviews usually include a case scenario, a policy question, and behavioral rounds. Candidates may be asked to design an interview process or handle a sensitive employee situation. Confidentiality and judgment are tested throughout. Structured answers with empathy land best. Interviewers often test how you handle sensitive information and disagreement. Framing answers around policy, fairness, and company values works well.
Good to know
Technical sourcing relies on research tools, public code signals, and community engagement to find builders who are not actively advertising.
Outreach in this role focuses on concise, relevant messaging rather than mass campaigns.
Data driven decisions define success, and conversion metrics guide which channels and messages are scaled.
General familiarity with construction or industrial environments helps when sourcing for specialized operational roles.
Modern applicant tracking systems shape how candidate information is stored, routed, and prioritized.
Questions to ask
Good questions to ask the employer in the interview: what does success look like in the first six months, how is the team structured, what is the current biggest challenge, and how are decisions made. Asking about growth paths and the review process is also well received. Employers expect questions, and good ones show preparation.
Career growth
People careers grow from coordinator to generalist, manager, and director levels. Recruiters can move into talent leadership. HR partners can move into people operations leadership. Business acumen becomes more important at each level. People careers reward breadth across recruitment, development, and operations. Experience with tools such as HRIS and ATS systems helps at every level.
About the company
Construction is one of the largest industries in the world, but it is also one of the least technologically innovative spaces. Conducting fast and accurate cost estimates is a massive pain point because of the tedious nature of takeoffs (measuring & counting materials needed from the drawings).