Sr. Sourcer, Tech Recruiting

Fetch•Remote,

22h•Hybrid

About The Position

We are hiring a Senior Technical Sourcer to help Fetch identify and attract exceptional talent across Engineering, AI, Data, Product, and Design. You will work on some of our most important and challenging searches, partnering closely with Recruiters and hiring leaders to understand what great looks like, determine where that talent sits, and build focused strategies to reach it. We are looking for someone who brings more than sourcing execution. You have strong talent judgment, know how to navigate complex and evolving talent markets, and can turn an ambiguous hiring need into a thoughtful search strategy. You know when a search needs more effort—and when it needs a different approach. The best person for this role is deeply curious, resourceful, and comfortable operating independently. You can quickly learn a new talent market, find candidates others overlook, use market insight to influence search direction, and build credibility with highly sought-after talent. Ultimately, your impact will be measured by the quality of talent you help Fetch access, the speed at which we can build confidence in a search, and your ability to continuously make our sourcing approach smarter and more effective. This is a Full-Time Temporary position that can be based in one of our US offices or remotely within the United States.

Requirements

6+ years of experience sourcing highly competitive technical and/or product talent, with a track record of solving searches where the target talent was scarce, ambiguous, or difficult to engage
Demonstrated ability to independently build a talent market from the ground up, including talent mapping, company research, profile calibration, outreach strategy, and search iteration
Evidence of finding exceptional candidates outside obvious companies, titles, pedigree signals, or recruiter-saturated talent pools
Strong talent judgment and the ability to explain what differentiates an exceptional candidate from someone who simply matches the requirements
Experience using market evidence to influence Recruiters and hiring leaders, including challenging unrealistic profiles or changing search direction when the data supports it
Ability to diagnose pipeline problems using both quantitative and qualitative signals rather than defaulting to additional sourcing volume
Experience operating across multiple technical talent markets; depth in Engineering, AI/ML, Data, Product, or Design is particularly valuable
Strong candidate engagement instincts, including the ability to develop compelling, personalized approaches for highly recruited passive talent
High autonomy and comfort making progress when priorities shift, information is incomplete, or stakeholders are unavailable
Strong working knowledge of modern sourcing platforms, research methods, ATS/CRM systems, and talent intelligence tools; Gem experience is strongly preferred
Demonstrated use of AI, automation, or emerging sourcing technology to improve research depth, market coverage, personalization, or operating efficiency
A pattern of learning new technical domains quickly enough to credibly assess talent and advise recruiting partners

Nice To Haves

Gem experience is strongly preferred

Responsibilities

Own sourcing strategy for high-priority and difficult searches across Engineering, AI, Data, Product, Design, and technical leadership
Turn ambiguous or evolving hiring needs into clear search hypotheses, target profiles, company landscapes, and talent maps
Identify exceptional and non-obvious talent beyond the companies, titles, and backgrounds most recruiters naturally target
Build pipelines that improve both hiring velocity and the caliber of talent entering Fetch's interview process
Develop deep market intelligence: where relevant talent sits, how talent moves, which companies are producing it, and where Fetch has an opportunity to compete differently
Use early pipeline and conversion data to diagnose search problems and rapidly adjust targeting, messaging, or search strategy
Challenge assumptions when market evidence suggests the target profile, level, location, compensation, or search strategy needs to change
Bring high judgment to candidate identification and calibration, articulating why someone is or is not worth pursuing beyond keyword or résumé alignment
Design differentiated engagement strategies for passive, highly sought-after talent and build relationships that extend beyond an individual opening
Partner with Recruiters as a strategic counterpart, maintaining tight calibration on talent bar, pipeline health, market feedback, and search direction
Use AI, automation, sourcing technology, and data to expand market coverage and reduce low-value manual work without sacrificing candidate quality or personalization
Turn insights from individual searches into reusable talent maps, market intelligence, and sourcing strategies that strengthen future hiring
Represent Fetch's technical ambition and opportunity credibly with sophisticated candidates in competitive talent markets