Talent Acquisition Sourcer

GTT•Houston, TX

2h•Hybrid

About The Position

The Strategic Sourcing Advisor (Advisor II) partners with business leaders, HR partners, and cross-functional stakeholders to develop recruiting strategies that align talent acquisition priorities with business objectives and workforce needs. This role attracts, assesses, and hires top talent for critical roles across the organization while serving as a trusted advisor on talent strategy, market insights, workforce planning, and recruiting process excellence. This is a Strategic Sourcing Advisor position, not a standard Corporate Recruiter position. The Strategic Sourcing Advisor provides and creates sourcing strategies to build talent pipelines, provides labor market intelligence, workforce planning insights, thinks outside the box for creative sourcing strategies, has their "ear to the streets" about industry layoffs that could be good sourcing pools, and suggests new sourcing tools and techniques. This individual will attend intake calls with recruiters to better understand positions and to provide market labor data to sponsors, then create a sourcing strategy to bring in the best talent. The Strategic Sourcing Advisors manage "evergreen" requisitions for hard-to-fill positions, continuously creating talent pipelines for these niche positions. The sponsor is looking for someone who loves the hunt of proactively finding passive (and sometimes active) candidates via various avenues and building talent pipelines.

Requirements

Advanced proficiency in ATS platforms, LinkedIn Recruiter, CRM tools, and Boolean search.
Intermediate proficiency with applicant tracking systems, HR systems, reporting tools, and recruiting technologies.
3 years of experience in recruiting, talent acquisition, or human resources.
High School Diploma or GED equivalent (required).

Nice To Haves

Experience recruiting executive, senior leadership, or highly specialized talent.
Experience supporting relocation, visa sponsorship, or global mobility processes.
Knowledge of employer branding, recruitment marketing, and talent attraction campaigns.
Experience building talent pipelines and workforce planning strategies.
Experience designing or supporting candidate assessment frameworks and selection processes.
Experience evaluating and implementing AI-enabled recruiting tools and automation solutions.
Experience working independently and managing multiple priorities in a fast-paced environment.
Experience partnering with business leaders and stakeholders to support hiring and workforce needs.
Strong interviewing, candidate assessment, communication, and relationship-building skills.
Ability to analyze recruiting data, identify trends, and apply insights to business decisions.
Bachelor's degree (preferred).

Responsibilities

Lead full-cycle recruiting activities for high-impact, hard-to-fill, management, professional, executive, and senior-level positions.
Partner with hiring managers and HR stakeholders to define role requirements, develop candidate profiles, and execute effective search strategies.
Serve as a strategic talent advisor by providing labor market intelligence, workforce planning insights, and recommendations to improve hiring outcomes.
Manage candidate sourcing, pipeline development, screening, interviewing, assessment, selection, and offer coordination activities.
Drive a high-quality candidate and hiring team experience through proactive communication, strong process management, and timely follow-through.
Draft, refine, and maintain job descriptions aligned with job architecture, organizational requirements, and recruiting standards.
Support executive recruiting processes, including interview planning, stakeholder alignment, candidate assessments, and search documentation.
Develop and maintain talent pipelines, recruiting campaigns, employer branding initiatives, career events, and candidate engagement strategies.
Support onboarding activities and related recruiting administration while ensuring compliance with company policies and procedures.
Partner with internal stakeholders and external providers on relocation, sponsorship, agency engagement, and other specialized hiring processes.
Analyze recruiting and HR data, monitor hiring trends, create reports, and provide insights that support decision making and continuous improvement.
Evaluate and leverage recruiting technologies, AI tools, and workforce systems to streamline workflows and improve recruiting effectiveness.
Create recruiting resources, process documentation, and guidance materials to improve efficiency, consistency, and compliance.
Identify process improvement opportunities and implement solutions that enhance recruiting operations and candidate experience.