Senior Talent Sourcer (6 month contract) - job 1 of 6

As a Senior Talent Sourcer at Jerry, your primary responsibilities include sourcing top talent for various mid-to-senior level roles across business functions like software engineering, product management, and user research. You'll collaborate with hiring managers to understand their needs and implement effective sourcing strategies. Utilizing advanced techniques, you will identify and engage with passive candidates, ensuring that you stay ahead of industry trends to refine your sourcing approach continually.

To be a successful Senior Talent Sourcer at Jerry, candidates should have at least 5 years of experience in sourcing top talent, preferably in a fast-paced startup environment. A proven track record of managing multiple searches simultaneously is essential, as well as possessing a Bachelor's degree in any discipline. Your innovative approach to outreach and your ability to work in ambiguous settings will greatly enhance your effectiveness in this role.

The work environment for a Senior Talent Sourcer at Jerry is fast-paced and dynamic, filled with opportunities for professional growth. You'll be part of a talented and passionate team, working closely with leadership in an entrepreneurial atmosphere that emphasizes innovation and continuous learning. This role also offers a chance to contribute to a groundbreaking product in a rapidly growing pre-IPO startup.

Jerry is dedicated to the professional growth of its employees, including Senior Talent Sourcers. In this role, you'll be immersed in a talent-dense environment, learning from some of the brightest minds in the industry. You'll have access to resources and mentorship opportunities that will help enhance your skills and advance your career within the thriving world of IT and talent acquisition.

As a Senior Talent Sourcer at Jerry, you will have a profound impact on the company’s overall success by identifying and attracting the talent necessary to drive forward key initiatives. Your efforts will play a crucial role in Jerry's growth and mission to transform the car ownership experience, as you source exceptional candidates for critical positions that will help scale the business.

When sourcing candidates for difficult roles, I first ensure a deep understanding of the job requirements and the ideal candidate profile. I utilize a mix of traditional platforms like LinkedIn, niche community forums, and social media channels to identify potential candidates. By employing creative outreach techniques and crafting compelling messages, I connect with passive candidates and encourage them to consider the opportunity.

Certainly! In one instance, I was tasked with filling a unique technical role that had a limited candidate pool. I expanded my search beyond traditional sources to industry events and forums, and through networking with niche groups, I found a candidate that fit perfectly. By tailoring my approach to highlight the company's innovation and growth opportunities, I successfully persuaded them to join the team.

I leverage a variety of sourcing tools and techniques, including Boolean search on LinkedIn, advanced job board filters, and social media analytics to find candidates. I also utilize sourcing automation tools for efficiency and to maintain outreach consistency while personalizing my messages to make a genuine connection with potential hires.

I stay updated with industry trends in talent acquisition by following relevant blogs, attending webinars, and participating in online communities. Networking with fellow recruiters and attending industry conferences also provides insight into best practices and emerging strategies, allowing me to adapt my sourcing techniques accordingly.

The most important quality for a talent sourcer is the ability to understand and articulate the value proposition of an organization clearly. This means being not only knowledgeable about the roles being filled but also being able to communicate why candidates should be excited about the opportunity to work with the company.

I measure the success of my sourcing strategies through key metrics such as candidate quality, time-to-fill, and the conversion rate from outreach to interview. Incorporating feedback from hiring managers and tracking the long-term performance of hired candidates also helps me refine my sourcing effectiveness.

Handling rejection from candidates is part of the process. I always ensure to maintain a positive relationship by providing constructive feedback when appropriate. This helps foster goodwill and keeps communication open for potential future opportunities, reinforcing that the interaction was a valuable experience.

Collaboration plays a crucial role in my sourcing process. By working closely with hiring managers, I gain deeper insights into the specific requirements and nuances of each role. Collaboration allows us to refine the search criteria and ensures that we're aligned on candidate expectations, which ultimately enhances the quality of hires.

Engaging passive candidates requires a personalized approach. I focus on understanding their career goals and how they align with the opportunity at hand. By crafting tailored outreach messages that highlight specific aspects of the role and the company culture, I can capture their interest and open a dialogue about future opportunities.

To diversify my candidate pipeline, I actively reach out to networking groups focused on underrepresented communities and leverage job boards that cater to diverse talent. Additionally, I partner with organizations that specialize in diversity and inclusion to broaden my sourcing channels. Emphasizing our company’s commitment to diversity to candidates is also crucial for attracting a wide range of applicants.