Generalist Talent Partner - Sourcer (12-month FTC)

As a Generalist Talent Partner - Sourcer at Talentful, your primary responsibilities will include sourcing and attracting top talent for our clients through innovative techniques and deep market understanding. You will partner with senior recruiters, ensuring an excellent candidate experience by handling top-of-funnel activities and supporting hiring events. Additionally, you’ll get to know our clients’ cultures intimately, helping stakeholders understand the value of great talent practices.

For the Generalist Talent Partner - Sourcer role at Talentful, we seek candidates with 2-7 years of sourcing experience across various disciplines, particularly in tech. Strong sourcing skills, particularly with Boolean, are essential. You should also possess excellent written and verbal communication skills to engage with candidates and internal stakeholders effectively.

Joining Talentful as a Generalist Talent Partner - Sourcer comes with an impressive array of benefits, including flexibility in working arrangements, healthcare options with employer contributions, wellness allowances, and generous parental leave policies. You'll also have access to learning and development opportunities and a matched pension plan to support your future.

In a typical workday as a Generalist Talent Partner - Sourcer at Talentful, you would begin by reviewing candidate leads and planning sourcing strategies. You would then actively engage with candidates via LinkedIn and other platforms, schedule interviews, and liaise with internal stakeholders to ensure alignment on hiring goals. Your day may also include collaborating with senior recruiters on candidate experience strategies and attending client meetings to deepen your understanding of their culture.

Talentful places a strong emphasis on career growth for its Generalist Talent Partners - Sourcers. You will work alongside industry leaders and have the opportunity to participate in workshops, training sessions, and knowledge-sharing activities that enhance your talents and skills. The company fosters an environment where continuous learning is encouraged, making it a fantastic place for professional development.

When asked to describe your sourcing process, consider detailing the steps you take in identifying potential candidates, from defining the roles to utilizing various sourcing techniques like Boolean searches, databases, and social media platforms. Highlight the significance of understanding the company's culture and the importance of candidate outreach to ensure you attract the right talent.

To ensure a positive candidate experience, emphasize your approach to clear communication, prompt feedback, and respectful engagement. Discuss how you tailor your interactions based on each candidate's unique needs and how you maintain a supportive atmosphere throughout the recruitment process, ultimately enhancing the company’s reputation.

When discussing sourcing tools, mention specific platforms and technologies you have experience with, such as LinkedIn Recruiter, ATS systems, AI-driven sourcing tools, and analytics programs. Be prepared to explain how these tools have aided in enhancing your sourcing efficiency and effectiveness.

To keep track of candidates, discuss your use of Applicant Tracking Systems (ATS) and spreadsheets to maintain organized records of candidates sourced. You can also mention any tools or methods you employ for follow-ups and evaluating candidate engagement, ensuring no potential hire falls through the cracks.

When answering this question, share a detailed story about a challenging role you filled, discussing the sourcing strategies you employed, the obstacles faced, and how you overcame them. Highlight the importance of collaboration with colleagues and the creative strategies you utilized to secure the right candidate.

In response, provide a breakdown of how you’ve used Boolean search to find candidates, explaining the advanced techniques you've applied to create effective search strings. Use specific examples to illustrate how Boolean search has improved your sourcing outcomes.

Speak to the methods you use to assess cultural fit, like aligning candidates' values with the company's mission and conducting in-depth conversations about their previous experiences. Mention tools or assessments you use to gauge this alignment and how you share your findings with hiring teams.

Discuss specific strategies you employ for sourcing passive candidates, such as leveraging LinkedIn, networking events, and online communities related to the industry. Highlight the importance of relationship-building and personalized outreach in turning passive candidates into engaged prospects.

Articulate your commitment to professional growth and continuous learning, mentioning specific resources such as webinars, industry publications, or networking with other professionals. This shows that you’re proactive in staying relevant and informed about the latest recruitment trends.

Finally, speak about key metrics you track to measure your success, such as time-to-fill, candidate engagement rates, and the quality of hire. Explain how these metrics inform your sourcing strategies and improve your overall effectiveness in recruiting top talent.