Talent Acquisition Sourcing Specialist

UGI Corporation•Upper Merion Township, PA

9d•Hybrid

About The Position

The Sourcing Specialist, Talent Acquisition is responsible for proactively identifying, engaging, and building relationships with passive talent across UGI's key hiring disciplines ahead of open requisitions. Working upstream of the full-cycle recruiting process, this role partners closely with Talent Acquisition Partners and the TA Program Manager to develop and maintain robust candidate pipelines that reduce time-to-fill and ensure a consistent flow of qualified talent. The Sourcer leverages sourcing intelligence platforms, market insights, and targeted outreach strategies to surface high-quality candidates and deliver a strong, employer brand-aligned candidate experience from first contact.

Requirements

Proven experience in proactive sourcing and passive candidate engagement across platforms including LinkedIn Recruiter, Indeed Recruiter, Boolean search, and sourcing intelligence tools.
Experience building and maintaining talent pipelines in an ATS/CRM; proficiency with SuccessFactors or SmartRecruiters preferred.
Analytical mindset with ability to track and interpret sourcing metrics — outreach volume, response rates, pipeline conversion, and source of hire.
Solid understanding of talent market dynamics including compensation benchmarks, competitor hiring activity, and talent availability.
Strong written communication skills with the ability to craft compelling, personalized outreach messaging that reflects the employer brand.
Collaborative team player with a proactive approach to continuous improvement.
Bachelor’s Degree or equivalent combination of education, experience and training that provides the required knowledge and skills.
Minimum 3 years of talent sourcing or recruiting experience, with demonstrated focus on passive candidate identification and engagement.

Nice To Haves

Proficiency with SuccessFactors or SmartRecruiters preferred.

Responsibilities

Identify and engage passive candidates across platforms — LinkedIn, Indeed, industry forums, niche job boards, and sourcing intelligence tools — developing tailored sourcing strategies for specific role profiles.
Build and maintain talent pipelines for high-volume, recurring, and hard-to-fill roles; leverage AI sourcing tools to surface and rank candidates at scale.
Conduct initial outreach through personalized messaging that reflects the UGI employer brand and generates strong response rates; track outreach activity, response rates, and pipeline health.
Conduct initial candidate conversations to assess interest, availability, and high-level fit; qualify candidates against role requirements before handing off to the recruiter for deeper screening.
Maintain warm relationships with silver medalists and future pipeline candidates over time; ensure a seamless sourcer-to-recruiter handoff with complete candidate context documented in the ATS.
Conduct talent mapping for key roles and functions — understanding where talent lives, who competitors are, and what candidates care about; identify talent trends and flag emerging skill gaps or hard-to-fill markets to TA leadership.
Maintain data hygiene in the ATS/CRM — tagging, segmenting, and updating candidate records; track and report on sourcing metrics including outreach volume, response rates, pipeline conversion, and source of hire.
Continuously test and refine sourcing strategies based on performance data.