Senior Talent Sourcer (6 month contract) - job 1 of 9

As a Senior Talent Sourcer at Jerry, your primary responsibilities include sourcing top-tier talent for mid-to-senior level roles across multiple business functions. You will utilize advanced sourcing techniques to find passive candidates, partner closely with hiring managers to understand their needs, and implement effective outreach strategies to attract exceptional candidates. Additionally, you'll stay updated on industry trends to continuously enhance your sourcing strategies.

To be considered for the Senior Talent Sourcer role at Jerry, you should have at least 5 years of experience in talent sourcing, ideally in a fast-paced startup environment. A proven track record of managing multiple searches simultaneously is essential. A Bachelor's degree in any discipline is also required, along with a knack for innovative candidate engagement and a high level of ambition.

The Senior Talent Sourcer role is pivotal to Jerry's growth as it focuses on attracting and securing the best talent necessary for scaling our operations. By finding top professionals across various functions, especially in R&D and G&A, you'll directly influence our capacity to innovate and improve our AllCar™ super app. As we aim for substantial expansion, your sourcing expertise will be instrumental in building the future of our business.

Jerry is an exceptional workplace for a Senior Talent Sourcer due to our vibrant, collaborative culture and commitment to innovation. With the opportunity to work alongside brilliant leaders from esteemed companies, you'll be immersed in a talent-dense environment that fosters learning and growth. Our rapid expansion also means that you'll have the chance to make a significant impact in a company with a clear vision and ample resources.

In the Senior Talent Sourcer position at Jerry, you are expected to leverage various advanced sourcing techniques, including researching and utilizing social media channels, niche community platforms, and networking events. Your ability to craft compelling outreach messages and to think outside the box will be crucial in engaging potentially passive candidates. Staying informed on market opportunities will help ensure you can find the best talent available.

Prioritization is key when managing multiple searches. I assess the urgency and importance of each role in collaboration with hiring managers to align on priorities. I also develop a timeline for each role, ensuring clear communication and focus on high-impact positions while maintaining progress on others.

I employ a mix of unconventional sourcing strategies that include leveraging social media, attending industry conferences, and engaging with niche forums. Additionally, I focus on building strong professional networks and utilizing referrals to tap into hidden talent pools that may not be actively seeking new opportunities.

Certainly! I once created personalized outreach campaigns tailored to each candidate's interests and career goals. By doing thorough research on their previous work and crafting unique messages that resonated with them, I successfully engaged several high-caliber candidates who later joined the organization.

Handling rejection is part of the process. I always maintain professionalism and empathy, thanking them for their time. I also encourage them to keep in touch for future opportunities, as interest may change over time. This builds rapport and leaves the door open for communication down the line.

I find LinkedIn to be a powerful resource for sourcing candidates, supplemented by tools like GitHub for tech roles and niche job boards for specialized talent. I also rely on CRM software to manage candidate interactions efficiently and maintain an organized pipeline.

I dedicate time each week to reading industry publications, participating in webinars, and engaging with professional networks online. This continuous learning helps me refine my strategies and adapt to the ever-changing landscape of recruitment.

Building a diverse pipeline starts with intentional sourcing strategies. I actively seek out organizations and networks that promote diversity and inclusion. I also ensure job postings are written in an inclusive manner and highlight our commitment to diversity within our company culture.

I measure success through various KPIs, including the quality of hires, candidate engagement rates, and the time-to-fill for roles. Gathering feedback from hiring managers also provides insights into how well the sourced candidates align with the company’s needs and culture.

Essential skills for a Senior Talent Sourcer include strong communication and interpersonal skills, creativity in sourcing and outreach, and robust organizational abilities. Additionally, I believe having a keen understanding of the industry trends and technical requirements for each role is vital.

For challenging roles, I would start by speaking closely with hiring managers to understand their specific needs and identifying potential gaps in the traditional sourcing techniques. I would then expand my research to related industries or adjacent sectors, leveraging my network and engaging with forums where potential candidates may be active.