Strategic Talent Sourcing Partner - Sales & Marketing - Atlanta, GA

VetJobs•Atlanta, GA

11d•$79,778 - $106,370•Hybrid

About The Position

The Strategic Talent Sourcing Partner – Sales & Marketing builds proactive external talent pipelines and market intelligence for critical commercial capabilities across North America. Operating primarily before vacancies exist, this role identifies and engages high-performing passive talent, maps competitor commercial organizations, and develops ready now and ready later pipelines across Sales, Business Development, Key Account Management, Commercial Leadership, and Marketing. Working closely with Sales & Marketing leadership, Talent Acquisition, Talent Management, and HR, this role provides external talent insights that strengthen workforce and succession planning and enable faster access to critical commercial talent when business needs emerge.

Requirements

Bachelor’s degree in HR, Business, Marketing, Supply Chain, or a related field, or equivalent professional experience.
3–5+ years of experience in strategic sourcing, talent intelligence, executive research, executive search, talent acquisition, or a related discipline.
Demonstrated experience identifying and engaging passive Sales, Business Development, Commercial, or Marketing talent.
Strong experience in direct sourcing, talent mapping, competitor research, and external market analysis.
Ability to identify strong commercial talent based on career history, industry expertise, customer exposure, and demonstrated commercial achievements.
Experience sourcing leadership and difficult-to-find professional talent.
Strong relationship-building skills with the ability to engage passive candidates over extended periods.
Strategic Sourcing & Talent Intelligence: Strong research and sourcing capabilities with the ability to identify talent beyond traditional applicants and job boards and understand competitor organizations and talent markets.
Commercial Acumen: Understanding of B2B sales, business development, key account management, customer growth, and commercial leadership capabilities.
Data & Insights: Ability to translate external talent-market information into meaningful insights and recommendations for leadership.
Senior Talent Engagement: Credibility and communication skills to engage experienced commercial professionals and senior-level passive talent.
Consulting & Collaboration: Ability to advise and influence stakeholders while working effectively across Sales & Marketing, Talent Acquisition, Talent Management, and HR.

Nice To Haves

Experience in freight forwarding, logistics, supply chain, transportation, or another complex B2B environment strongly preferred.

Responsibilities

Map commercial talent across competitors, adjacent industries, and target organizations, with a focus on Sales and Marketing capabilities.
Build intelligence on competitor commercial structures, key talent, talent movements, geographic markets, compensation, and emerging capabilities.
Identify external talent pools for priority areas including Sales Leadership, Business Development, Key Account Management, Vertical Sales, Trade Lane Development, and Marketing.
Translate external market information into actionable insights and recommendations for Sales & Marketing and HR leadership.
Maintain strong knowledge of the freight forwarding, logistics, supply chain, transportation, and broader B2B commercial talent landscape.
Proactively identify high-performing commercial talent through direct sourcing, professional networks, referrals, research, and market intelligence.
Build and maintain ready-now and ready-later external pipelines for designated critical commercial roles.
Develop relationships with prospective candidates before specific vacancies exist.
Create targeted sourcing strategies for difficult-to-find commercial profiles and priority capabilities.
Continuously refresh pipelines as talent develops, moves between organizations, or becomes open to new opportunities.
Build credible, long-term relationships with high-performing Sales & Marketing professionals and commercial leaders.
Conduct exploratory career conversations without creating expectations of an immediate employment opportunity.
Understand prospective candidates’ commercial experience, career aspirations, industry expertise, geographic mobility, and future interests.
Articulate DHL’s business, culture, commercial ambitions, and career opportunities in a compelling and authentic manner.
Maintain appropriate engagement with priority prospects until a relevant opportunity emerges.
Partner with commercial leaders to understand growth strategies, future talent requirements, succession priorities, and critical capability gaps.
Translate business priorities into proactive external talent searches and talent maps.
Provide visibility into competitor commercial organizations and relevant external talent pools.
Use external market evidence to help refine target profiles and provide perspective on talent availability and market conditions.
Partner closely with Talent Acquisition while maintaining clear accountability between proactive sourcing and active recruitment.
Provide qualified, engaged external pipelines and market intelligence when an approved hiring need emerges.
Conduct structured handoffs of prospects to the appropriate recruiter once a formal recruitment process begins.
Replenish strategic pipelines following candidate conversion or hiring activity.