Sourcer, AI Research

To be a strong candidate for the Sourcer role at OpenAI, you should have at least 5 years of experience in sourcing and identifying engineering and AI talent. A track record of successfully hiring technical talent within a premier tech company or startup is also essential. Passion for research, relationship building, and understanding of diverse recruiting pipelines will set you apart.

As a Sourcer at OpenAI in San Francisco, you'll work in an open-plan, hybrid workplace where collaboration thrives. With three days in the office, you'll enjoy community lunches, snack-filled kitchens, and various resources designed to enhance your workspace comfort and productivity, including nap rooms and outdoor areas.

OpenAI values a diverse workforce and actively promotes inclusivity within the Sourcer recruiting pipeline. They encourage candidates from various backgrounds and experiences to apply, focusing on creating a welcoming atmosphere where every voice is heard and has the opportunity to contribute.

Yes! The Sourcer position at OpenAI allows for a hybrid work model. You will work in the office three days a week while having the flexibility to work from home on Thursdays and Fridays, giving you a balanced work-life experience.

The main responsibilities of a Sourcer at OpenAI include managing candidate relationships from initial outreach to onsite interviews, developing targeted search strategies, engaging passive talent with creative outreach, and collaborating with hiring managers to tailor sourcing strategies for exceptional candidates.

As a Sourcer at OpenAI, you will engage with diverse candidates across various specializations in engineering and artificial intelligence. Your role will involve connecting with both active candidates and those who may be passive, using thoughtful outreach strategies to build meaningful relationships.

Success as a Sourcer at OpenAI is reflected in the quality of candidates you attract, the relationships you build, and your ability to efficiently manage a high volume of roles while ensuring an exceptional candidate experience. Strategic thinking and effective communication are key metrics for success.

When sourcing candidates for specialized AI roles, I focus on targeted outreach through channels like LinkedIn, industry events, and niche platforms while leveraging personal networks to identify potential candidates, ensuring that my approach is strategic and data-driven.

I ensure a positive candidate experience by maintaining open lines of communication, providing timely feedback, and personalizing interactions to build rapport. I also provide candidates with pertinent information that prepares them for each stage of the interview process.

I have implemented data-driven recruitment by establishing metrics that monitor candidate engagement, conversion rates, and sourcing effectiveness. Analyzing this data enables me to adjust strategies for optimization and to track success over time more effectively.

To engage passive candidates in AI research, I utilize tailored messaging that highlights potential impacts of their work in artificial intelligence, along with personalized outreach that resonates with their career goals, interests, and values, creating a compelling case for them to consider new opportunities.

In a past role, I faced the challenge of filling a niche data scientist position. I devised a creative sourcing strategy that included outreach to university professors and research institutions, resulting in a list of qualified candidates, ultimately leading to a successful hire.

I find platforms such as LinkedIn and GitHub essential for candidate sourcing, alongside specialized job boards and community forums. Additionally, I use CRM tools to manage candidate relationships effectively and track outreach efforts.

To maintain candidate quality under high volume, I prioritize roles based on urgency and strategic value, establishing a systematic approach for communication and outreach where I manage my time effectively, ensuring no candidate feels overlooked.

My approach to collaborating with hiring managers involves regular check-ins to align on candidate profiles, participation in strategy sessions for optimizing sourcing efforts, and open feedback mechanisms that facilitate continuous improvement throughout the hiring process.

I stay updated with trends in AI recruitment by following industry news, participating in professional networks, attending relevant conferences, and engaging with thought leaders, allowing me to adapt my sourcing strategies to changing market dynamics.

Diversity in AI recruiting is crucial because varied perspectives lead to more innovative solutions and products. A diverse team can better understand and mitigate biases, ultimately creating AI technologies that benefit all of humanity more equitably.