Technical Sourcer II (Contract)

As a Technical Sourcer II at Vast, your primary responsibilities include identifying and attracting top aerospace and hardware engineering candidates using various sourcing techniques. You’ll be tasked with maintaining a robust candidate pipeline, conducting initial screenings, and collaborating closely with recruiters and hiring managers to ensure alignment with technical hiring needs. This role is all about relationship-building and creatively engaging with potential candidates to assess their qualifications and fit for our innovative projects.

To qualify for the Technical Sourcer II role at Vast, candidates should possess a Bachelor's Degree or equivalent experience, along with a minimum of three years of experience sourcing for aerospace and/or hardware engineering roles. Additionally, proficiency in adapting to fast-paced, changing priorities and a continuous improvement mindset are essential. Strong problem-solving skills, excellent communication abilities, and a customer-service orientation will also help you succeed in this position.

The expected salary range for a Technical Sourcer II at Vast is between $45 to $65 per hour, depending on your job-related knowledge, skills, education, experience, and market demand in California. Beyond the base salary, Vast provides a comprehensive compensation package that includes company equity and a suite of benefits designed to support your well-being and professional growth.

At Vast, we pride ourselves on a diverse and inclusive company culture that champions creativity, innovation, and teamwork. As a Technical Sourcer II, you will be part of a passionate group of professionals dedicated to making space livable and thriving. We encourage collaboration and continuous improvement, ensuring that every team member's voice matters in our mission to revolutionize space exploration.

Employees working as Technical Sourcer II at Vast enjoy a comprehensive benefits package that includes 100% medical, dental, and vision coverage for employees and their dependents, generous paid time off, paid parental leave, and more. Beyond traditional benefits, employees also have access to perks like catered meals, ClassPass credits, and personalized mental healthcare, ensuring a holistic approach to work-life balance.

When answering this question, emphasize your ability to analyze hiring needs in collaboration with recruiters and hiring managers. Discuss how you balance immediate needs with building a long-term candidate pipeline. Mention specific tools or techniques you use to streamline your sourcing process, ensuring alignment with technical requirements.

Highlight your creative messaging strategies and techniques for engaging passive candidates. Share examples of how you've successfully nurtured relationships through personalized communication, networking, and social media outreach while creating a compelling narrative about the roles and the company vision to attract interest.

Discuss the screening process you employ, which should include both qualitative and quantitative methods. Mention the importance of evaluating technical skills and cultural fit through initial phone interviews and strategic questioning that aligns with the company's core values and mission.

Explain your approach to delivering rejections with empathy and professionalism. You might mention providing constructive feedback when appropriate and leaving the door open for future opportunities, as this not only reflects well on you and the company but can foster positive relationships with candidates.

Prepare to share a specific example where a sourcing strategy led to a successful hire. Discuss the challenges faced, the methods used to overcome them, and the end results, focusing on how innovative thinking and persistence played a role in your success.

Talk about the sourcing and tracking tools you are comfortable with, such as applicant tracking systems like Greenhouse or sourcing platforms like LinkedIn. Discuss how these tools aid in maintaining organized candidate pipelines while improving outreach effectiveness.

Share techniques you use to remain motivated, such as setting daily goals, taking breaks to clear your mind, or maintaining a support network within your team. Emphasize your adaptive mindset and focus on continuous improvement that keeps you engaged and productive in high-pressure situations.

Discuss specific metrics or KPIs you monitor, such as time-to-fill, candidate quality, and engagement rates. Mention your commitment to using data-driven insights to continually refine and enhance your sourcing approach to support the company's technical hiring goals.

Elaborate on the proactive measures you take to promote diversity through targeted sourcing strategies. Discuss partnerships with diverse organizations, attending relevant career fairs, and implementing inclusive language in job postings, showcasing your dedication to building a diverse workforce.

Highlight qualities such as strong communication skills, problem-solving abilities, adaptability, and a passion for innovative sourcing techniques as essential for success. Discuss how these attributes contribute to building relationships and effectively meeting the hiring needs within the aerospace and hardware engineering domains.