Senior Talent Sourcer

Job Description

We have 2 positions for a Senior Talent Sourcer with one of our clients in Kent, WA for an initial contract duration of 5 months. No third party candidates considered for this position.

100% remote we would provide all equipment.  Prefer 1 candidate in Riverside, CA and the other candidate be in Denver, CO.

The Sr. Talent Sourcer is responsible for ensuring Client sourcing philosophy, strategies, programs, and processes are seamlessly executed to build continuous robust, diverse talent pipelines for hard-to-fill, critical roles – strategy, analytics, technology, engineering, executive-level - across all four (4) divisions.  The Sr. Talent Sourcer will employ best-in-class candidate generation techniques to include, data mining, internal database search and management, external job board search, association networking, direct mail, and social networking.

 In addition, the Sr. Talent Sourcer will:

• Assess critical demand profiles with recruiters and talent acquisition managers; build talent pools against those identified needs.
• Execute long & short term approaches to building external talent pipelines.
• Consult with TA managers and recruiters during the search process and develop a strategic sourcing plan to ensure successful sourcing of quality candidates.
• Maintain ongoing relationships with recruiters supporting a Client business, division, or specific function.
• Research competitor and best-in-class companies to gain competitive advantage through knowledge of their organizational structure and internal talent.
• Provide subject matter consultancy and expertise to Talent Acquisition key partners regarding key talent findings.
• Proactively use e-recruitment tools and processes to source top qualified candidates.
• Proactively use Taleo to source top qualified candidates.
• Identify key strategic sourcing strategies using expert knowledge of labor market, competition, and external talent.
• Maintain breadth of knowledge about external sourcing trends that impact Talent Acquisition strategies (competitors, law).
• Proactively follow talent leads to develop competitive talent intelligence.
• Contribute to Client diversity objectives by developing a diverse top qualified pool of candidates (as applicable by geography) for hard-to-fill and critical roles.