GTM Talent Acquisition Sourcer - Contract

As a GTM Talent Acquisition Sourcer at Chainguard, your primary responsibilities will include partnering with recruiters and hiring managers to understand their needs, building and managing a pipeline of candidates for Sales, Marketing, and Customer Success roles, utilizing various sourcing methods to identify top talent, crafting outreach messages, and ensuring a positive candidate experience throughout the recruitment process.

To qualify for the GTM Talent Acquisition Sourcer role at Chainguard, you should have at least 1 year of sourcing or full-cycle recruiting experience, preferably focusing on Go-To-Market functions. Strong written and verbal communication skills, familiarity with ATS platforms like Greenhouse, and a proactive approach to sourcing candidates are essential. Experience in a fast-paced, high-growth environment is a significant plus.

Chainguard promotes a flexible and remote-first culture, allowing team members to work from anywhere with opportunities for collaboration during bi-annual summits. The company values intentional action, customer obsession, and maintaining a fun, collaborative atmosphere. You will experience support for personal growth and initiatives that elevate recruitment practices.

Chainguard prioritizes a positive candidate experience at every touchpoint by emphasizing inclusive communication and timely engagement. The GTM Talent Acquisition Sourcer is expected to deliver clear, supportive interactions throughout the recruitment process, helping candidates feel valued and informed about their application status.

As part of the Chainguard team, a GTM Talent Acquisition Sourcer will enjoy competitive benefits, including 100% covered health insurance for you and your dependents, flexible time off to recharge when needed, and stock options that promote long-term investment in the company. Furthermore, you can expect a supportive remote work environment that encourages continuous learning and career development.

When answering this question, highlight specific methods you've used to source GTM candidates, mentioning tools like LinkedIn and Gem. Discuss instances where your sourcing strategies directly contributed to building a robust candidate pipeline or filling critical roles. Providing metrics or success stories will enhance your response.

To effectively answer this question, talk about your organizational techniques—like using ATS systems and prioritizing candidates based on fit to the job description, timing, or hiring urgency. Sharing your ability to manage time wisely and communicate transparently will demonstrate your strategic approach.

Discuss tailored outreach messages that resonate with passive candidates, focusing on aligning those messages with your employer's brand. You could also mention the importance of creating value in interactions, such as sharing insights about the company's culture or the role's unique benefits, to spark genuine interest.

Explain your familiarity with ATS platforms like Greenhouse and your systematic approach to data entry, ensuring all communication and candidate interactions are recorded. Emphasizing the importance of accuracy in tracking candidate progress and providing updates to stakeholders will reflect your organizational skills.

Share a specific instance where you implemented a recruitment strategy that resulted in high-quality hires. This could involve utilizing creative sourcing techniques, enhancing candidate engagement, or streamlining processes. Provide data, such as time-to-fill or candidate satisfaction rates, if possible.

Highlight the importance of understanding team dynamics and the needs of both the hiring managers and prospective candidates. Discuss how strong relationships, proactive sourcing, and clear communication channels contribute to building a successful and sustainable talent pipeline.

Explain your methods for researching market trends and compensation benchmarks, such as following global HR news, participating in recruiting forums, and leveraging industry reports. Emphasizing continuous learning will showcase your commitment to staying current.

Share your experiences collaborating with diverse teams in a remote setting. Talk about effective communication tools and strategies you’ve used to foster connection and collaboration despite geographic barriers, demonstrating your adaptability to remote work dynamics.

Discuss your understanding of the company’s values and how you incorporate them into the screening process. Emphasize the importance of asking behavioral questions that reveal candidates' alignment with those values, ensuring a strong cultural fit for both parties.

Describe your commitment to diversity in sourcing by sharing examples of DEI-focused strategies you’ve implemented. Talk about how you ensure outreach materials are inclusive and how you actively seek to attract candidates from diverse backgrounds for the GTM roles.