Junior Talent Sourcer

About the role

This role is responsible for constructing extensive top-of-funnel talent pipelines that feed rapid hiring needs for fast-growing companies worldwide. The hire will own the end-to-end sourcing lifecycle, transforming vague hiring requests into clearly defined search strategies and actionable candidate pools. Success in this position is determined by the ability to communicate professionally and maintain quality while operating with a self-starting mindset that prioritizes speed and execution. The sourcer will partner closely with hiring managers to understand evolving needs and adjust sourcing tactics to meet volume and specialty requirements. This position demands ownership of process, from initial candidate discovery to maintaining structured pipelines that reduce time-to-fill. The role requires a proactive approach to problem-solving, where the hire identifies bottlenecks and implements efficient sourcing workflows independently. Ultimately, the hire will be the primary driver of high-volume candidate generation across diverse job families.

Key facts

What you'll do

Develop and deploy multi-channel sourcing strategies to identify passive and active candidates for high-volume sales and specialized technology roles.

Create precise JD development and candidate-facing messaging that attracts suitable talent through clear, targeted content and value propositions.

Ensure the candidate experience remains consistent and high quality from first contact through transition, safeguarding the employer brand.

Execute sourcing across both sales and technology roles, ideally within high-volume environments and tight deadline constraints.

Conduct confident client conversations and participate in formal interviews to assess cultural fit and role requirements accurately.

Manage multiple requisitions and concurrent deadlines without losing quality or attention, prioritizing tasks based on business impact.

Maintain remote readiness to collaborate effectively across US or UK time zones, aligning with distributed team schedules and expectations.

Utilize mandatory proficiency with Slack, Zoom, Google Workspace, and ATS or CRM platforms to streamline communication and pipeline tracking.

Adhere to exclusion criteria by confirming candidates possess agency backgrounds or US/UK remote experience as stipulated in the posting.

Explore passive candidate pools and build talent communities to fill hard-to-fill or niche roles, ensuring future scalability for hiring needs.

Leverage familiarity with recruitment marketing and employer branding principles to enhance candidate nurture campaigns and engagement.

Apply Boolean techniques and sourcing automation tools to improve search efficiency, accuracy, and throughput in candidate identification.

Comfortably report on key metrics such as outreach rates, response rates, and pipeline conversion to inform stakeholders and refine strategies.

Complete all required application components, including the full application form and a mandatory video recording, for consideration in the review process.

Demonstrate adaptability in refining sourcing tactics based on feedback, performance data, and changing hiring priorities within the team.

Requirements

The posting states a bachelor's degree requirement. Sourcers hold 1-2 years of hands-on sourcing or recruitment experience from a recruitment agency.

Sourcing spans both sales and technology roles, ideally within high-volume environments that demand rapid turnaround.

Interpersonal skills enable confident client conversations and participation in formal interviews with hiring stakeholders.

Sourcers manage multiple requisitions and deadlines without losing quality or attention, demonstrating strong organizational capabilities.

Remote readiness functions across US or UK time zones for distributed team collaboration and consistent communication.

Proficiency with Slack, Zoom, Google Workspace, and ATS or CRM platforms is mandatory for daily operations and reporting.

Candidates lacking agency backgrounds or US/UK remote experience are excluded per the stated eligibility criteria in the posting.

A degree is required as outlined in the job description, ensuring foundational knowledge relevant to the role's responsibilities.

Nice to have

Sourcing explores passive candidates and builds talent communities for hard-to-fill or niche roles, expanding the talent network over time.

Familiarity with recruitment marketing, employer branding, or candidate nurture campaigns adds value to the overall sourcing strategy and outcomes.

Boolean techniques and sourcing automation tool knowledge supports the role by increasing efficiency and accuracy in candidate discovery.

Comfort reporting on outreach rates, response rates, and pipeline conversion helps stakeholders understand sourcing effectiveness and areas for improvement.

Practical notes

Complete the full application form and record a required video for consideration.

Typical interview steps

Marketing interviews often include a portfolio review, a campaign exercise, and analytics questions. Candidates may be asked to plan a launch, write a brief, or improve a funnel. Some loops include a presentation. Results from past campaigns carry the most weight. Interviewers ask about specific campaigns you ran and what the numbers said. Preparing a short case of one campaign with its results is strong preparation.

About the company

A New York-based startup - supported by top-tier venture investors - builds enterprise software that empowers global brands to monitor and optimize advertising budgets of $1 million+ annually. Rapid expansion has prompted the formation of a first-generation go-to-market team tasked with accelerating revenue growth.